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Going beyond charisma and enthusiasm to motivate others

…People are attracted to leaders who are skillful in motivating them to become more, do more, and achieve more. Belittling leaders who are limiting easily repel people. These kinds of leaders cannot tap into the unlimited potential of their people. They cannot take them to the next level.

Unfortunately, many think that the ability to motivate others is a gift than a soft skill that can be developed. And therefore, they don’t proactively invest their time and resources to learn how to motivate others. Even those who believe that this soft skill can be developed, they think that motivating others is all about giving pep talks, being charismatic, and exuding passion and energy to inspire others to do extraordinary things.

Though being charismatic and speaking with enthusiasm motivates some. It’s not enough to motivate all people and consistently…

 

 

Taken from page 169 – 170 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:

Web: www.successpws.com

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

Tel: 703-895-4551

IQ and Social intelligence aren’t enough to succeed in the 21st C- Taken from p. 141

…With the opportunity to meet, interact, and work with diverse people comes the challenge to get along and succeed in what we do individually and collectively. This challenge is understandable. One may have extraordinary social intelligence when it comes to interacting and working with people who are within his/her native culture. The individual knows the customs, beliefs, and anathemas very well. Thus, getting along is relatively easy since he/she communicates, interacts, behaves, and acts according to the cultural codes without offending and entering into any kind of misunderstanding and conflict with others.

However, to get along and succeed in the 21st C, it takes more than having superb IQ and social intelligence. The author of ‘The Cultural Intelligence Difference’ David Livermore wrote, The number one predictor of your success in today’s borderless world is not your IQ, not your resume, and not even your expertise.” He continued, “It’s your CQ (Cultural Intelligence), a powerful capability that is proven to enhance your effectiveness working in culturally diverse situations.”

Sadly, many organizations still depend on IQ and social intelligence when they select supervisors and managers. The author of ‘Cultural Intelligence: CQ: The competitive edge for leaders crossing borders’, Julia Middleton said, Organizations often appoint leaders for their IQ. Then, years later, sack them for their lack of EQ (Emotional Intelligence).” She then predicted, “Common Purpose argues that in the future they will promote for CQ – Cultural Intelligence.”…

 

Taken from page 141 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

 

Using humor as a weapon to become approachable

Sense of humor is one of the tools we need as leaders. It helps us to become approachable and a leader easy to work with. As leaders, we need our people to give us tough and constructive criticisms. We need them to take chances and willing to fail. We need them to feel safe to suggest ideas that may seem silly. Sometimes, the solutions that we need desperately may come from those ideas people discount as silly.

If we’re unapproachable, it becomes very hard for other people to work with us. If we’re too formal and too rigid all the time, it makes getting along with others a little tougher. It’s also unlikely to get serious feedbacks from others. Our people won’t be willing to take risk. They may not venture to speak their mind.

So far, some leaders resisted this recommendation. They came up with so many reasons why they cannot and/or won’t use humor in the workplace. Some of the justifications make sense. Nonetheless, one of the most frequent reasons that haven’t convinced me yet is: “We all aren’t gifted comedians”.

Yes, we all can’t make jokes every other minute like Trevor Noah and David Letterman et al. Yes, we all aren’t comedians. I myself struggle in this area. But, I learned to make jokes on my stumbling and myself.

By the way, you don’t need to make jokes on a minute-by-minute basis to become approachable and playful. There’re many opportunities around you, here and there, which you could tap into and become playful once in awhile.

Warning! If you aren’t a gifted comedian don’t make jokes, especially in the expense of others. The safest approach is, I found out that, making jokes on yourself and your stumbling, and so on.

Try it! You may find it helpful. However, note that if using humor and becoming playful isn’t appropriate and right fit to your organizational culture and the situation you find yourself, be creative to come up with other methods, using humor is just one of the approaches you may consider. Good luck!

 

Success Pathways, LLC (www.successpws.com) provides interactive and dynamic soft skill and leadership workshops for diverse clients using latest adult learning methods.

Change before it is too late

More than we would like to admit, we all resist changes that we don’t:

  • Understand or
  • Like or
  • Believe.

Fairly speaking, there’re no people who are born resisters (change haters). Unfortunately, resisting some changes comes with dire prices.

But, many individuals, communities, and organizations did ‘extinct’ (became irrelevant, bankrupt, etc.), not ONLY just for resisting change, but also for failing to discern change and making the necessary changes ahead of the curve.

Many who paid the steep price for failing to be proactive were not stubborn, contrary to what the majority of us think, they were just reluctant for awhile and slow to respond.

Think of all the giants who did extinct from the face of the earth or those which remained insignificant and irrelevant, they did try their best though too late. They woke up at one point, and desperately tried to catch up with change. By then, it was in vain. That is why the former chairman and CEO of General Electric Jack Welch advised, “Change before you have to.”

In the past, it used to be ‘change or you would remain stagnant’. Now, in the 21st C, the mantra has changed big time: ‘change or die!’

It is a choice each one of us should make:

  • Do we want to be proactive and change before it is too late or
  • Do we risk it and hesitate to face the consequences of our negligence?

We can become friendly with change, project into the future, and make changes before they become mandatory…

If you ever want to empower your people to understand the nature of change, develop the right mindset, skills, overcome resistances, and successfully lead all stakeholders during change, let me know…

 

Assegid (AZ) Habtewold is the owner and lead trainer at Success Pathways, LLC. He facilitates Change Management workshops. Here is the link to learn the learning objectives of our Change Management workshop: http://successpws.com/?page_id=1491

AZ has been facilitating very interactive and dynamic soft skill and leadership workshops including Leading Change for diverse clients using latest adult learning methods. In his upcoming book, which will be published soon, he provides insights, stories, and models to empower readers develop the right attitude, mindset, and skills necessary to initiate, implement, and sustain change successfully.

Motivating others to achieve extraordinary results

Dwight D. Eisenhower, who motivated and led hundreds of thousands of ally forces during the June 6 1946 The D Day war, believed that “Motivation is the art of getting people to do what you want them to do because they want to do it.” Throughout his military career as a General and political career that culminated as the 34th President of the US, Eisenhower clearly understood that people are diverse with differing passions, desires, needs, and personality types. Accordingly, he tailored his motivation approaches that inspired his people to do what he wanted them to do gladly and with enthusiasm on a consistent basis.

In 2012, Hollywood’s highest paid star, Leonardo DiCaprio revealed what really motivates him. For many people’s disbelief, he dismissed that winning Oscar isn’t his motivation. He acknowledged, “I don’t think anyone would say that they wouldn’t want one [Oscar]. I think they would be lying.”

You may then ask, “What drives DiCaprio to perform extraordinarily in those roles he has been playing for decades?”

He admitted that he never expected winning Oscar and that is not his motivation when he plays these roles. He shared what motivates him, I really am motivated by being able to work with great people and create a body of work that I can look back and be proud of.”

Like DiCaprio, each member of your team has things that motivate him or her. If you discover what motivates the people that you are leading, you could be able to inspire them to do extraordinary things well beyond what they have already believed they can achieve. Henry Kissinger, the 56th Secretary of State of the US, said: “The task of the leader is to get his people from where they are to where they have not been.” Taking your people to unfamiliar places requires developing extraordinary motivational ability by understanding their sweet spots, things that motivate them.

What has been motivating you to do extra ordinary things in the past? Who is the most motivational leader you have ever known? What are the main characteristics of this motivational figure? Which ones do you have right now? Which ones you need to work on?

If you ever struggle to motivate your people to do extraordinary things, Success Pathways is your best bet. We will work with you to help you tailor your employee motivation and recognition approaches…

 

Assegid (AZ) Habtewold is the owner and lead trainer and coach at Success Pathways, LLC. He facilitates Employee Motivation and Recognition workshops. Here is the link to learn the learning objectives of our workshop on Employee Motivation: http://successpws.com/?page_id=1511, and Employee Recognition: http://successpws.com/?page_id=1514

AZ has been facilitating very interactive and dynamic soft skill and leadership workshops including Employee Motivation for diverse clients using latest adult learning methods. In his upcoming book, which will be published soon, he provides theories, insights, and stories to empower readers to become successful motivators.

Generating and Managing Your Energy on a daily basis…

Realizing for the first time the importance of energy management was a breakthrough for me.

I still remember where I heard about it the first time.

Before that revelation, I had been trying my best to manage my time, which- as we all know, is limited.

We all have equal time regardless of who we are. Whether we are rich or poor, educated or unlearned, tall or short, popular or obscure, time treats all of us equally. We all have 24 hours per day. That is why C. S. Lewis noted, The future is something which everyone reaches at the rate of 60 minutes an hour, whatever he does, whoever he is.”

On the other hand, I came to realize that, unlike time, our daily energy is not fixed. We can generate, and manage our daily energy ‘indefinitely’. Accordingly, I immediately identified key sources of energy, came up with a simple and straight forward plan to:

  • Balance and renew my energy,
  • Expand my energy capacity, and
  • Create energy management rituals on a daily basis.

The results? Extraordinary!!! Wondered so many times why I hadn’t known about this earlier 🙂

Once I got some results, I decided to incorporate energy management in our time management workshops.

Now- more than over, I strongly believe that, as Jim Loehr and Tony Schwartz wrote, “Learning to manage energy more efficiently and intelligently has a unique transformative power, both individually and organizationally.”

Do you manage your energy on a daily basis? Have you got some successes? Are there challenges? How do you plan to overcome these challenges?

If you (your team) ever struggle to manage time and energy effectively, let me know…

 

Assegid (AZ) Habtewold is the owner and lead trainer and coach at Success Pathways, LLC. He facilitates Time Management workshops. Here is the link to learn the learning objectives of our Time Management workshop: http://successpws.com/?page_id=1569

AZ has been facilitating very interactive and dynamic soft skill and leadership workshops including Time Management for diverse clients using latest adult learning methods. In his upcoming book, which will be published soon, he provides insights, tools, and processes to empower readers develop effective time and energy management attitude, mindset, and skills.

Uncovering Your Blind Spots…

Stephen Covey talked about the four dimensions of self (Body, Mind, Heart, Spirit), and the needs of each dimension.

Among the four dimensions, awareness about our body dimension seems easy, isn’t it?

But it isn’t.

Let me give you a good example. I was reading the autobiography of Jack Welch, the former chairman and CEO of General Electric, “Straight from the Gut” in 2007 or 2008 and stunned when I read one of his blind spots. Jack wrote, “Decades later, when looking at early pictures of me on my sports teams, I was amazed to see that almost always I was the shortest and smallest kid in the picture.”

For decades, Jack was unaware of his physical appearance.

Jack revealed in the aforementioned book why he had a distorted awareness about his physical dimension. His mother pumped him with confidence as he grew up. As a result, he didn’t have any clue about his real physical height and size when he was a kid, during his teen-age years, and in the majority of his adult life. He confessed, “Yet, I never knew it or felt it. Today, I look at those pictures and laugh at what a little shrimp I was. It’s just ridiculous that I wasn’t more conscious of my size”.

I’ve to admit that reading this part of Jack’s autobiography caused a light bulb to go on in my head. I never had a clear sense of my real physical dimension prior to reading that story. In the past, whenever I looked at group pictures, my preoccupation was on how I looked, who was next to me, and so on. I never compared my height or size with my peers. I didn’t know that I was that ‘short’ 🙂

Reading Jack’s hilarious story led me to pay closer attention to my physical dimension. Since then, not only I found myself aware but also began making fun of my height. End of March 2016, for instance, I spoke at a conference about bridging the leadership gaps, and we had a group photo afterward with the rest of the panelists. Guess what?

I was the shortest! I posted the pic on my face-book timeline with this caption; I need this kinds of group pictures to remind me how short I really am.” Many of my face book friends loved the self-deprecating post. I even got so many encouraging words intended to lift my spirit.

  • What about you?
  • Have you had a blind spot concerning your physical dimension?
  • Have you figured it why?
  • If you don’t have one, think about others who have.
  • Why do you think people have these kinds of obvious blind spots?

If there are chances many of us might have been harboring blind spots concerning our physical dimension,

  1. What about those dimensions that may not be that obvious to easily figure out?
  2. What are the prices we’ve been paying for sheltering so many blind spots?
  3. What are your plans to uncover your blind spots?

 

Assegid (AZ) Habtewold is the owner and lead trainer at Success Pathways, LLC. He facilitates Increasing Self-awareness workshop. Here is the link to learn the learning objectives of our self-awareness workshop: http://successpws.com/?page_id=1496

AZ has been facilitating very interactive and dynamic soft skill and leadership workshops including self-awareness for diverse clients using latest adult learning methods. The above excerpt is taken from the first chapter of his upcoming book, which will be published soon. In this chapter, he provides insights, tools, and processes to increase self-awareness in order to attain self-mastery, and in turn work with others well, and lead others effectively.

Turning Problems into Opportunities

There was a time where I used to pray on a daily basis in order not to have any kind of problem any longer. I felt tired, stuck, and frustrated beyond measure because of the challenges I was facing. Back then, I had a big goal and desperate to make a major career shift. I didn’t know that it was normal to have such a resistance.

Well, finally I realized that, as the saying goes, for every action, there is an equal or even greater opposite force (problem). Not long after that, it occurred to me that in the absence of challenges and problems, my life is actually dull. Since then, I read a lot and finally learned that problems are indications of you’re being alive, and making progress.

At this stage of my life, when I find myself having a free ride without challenges and problems to solve a couple of weeks in a row, I immediately know that either I lowered my expectations (standards), and/or settled for my comfort zone without even knowing it. Nowadays, when I experience red carpet walk in life, it doesn’t take me long to figure out that I stopped growing and advancing.

What about you:

  • How do you (your team) view problems and challenges?
  • Do you hate, resent, and/or avoid challenges and problems at any cost?
  • Or do you embrace problems/challenges, and see them as opportunities than liabilities? Why?

However, having the right mindset and attitude toward challenges and problems is the beginning of a protracted journey. To continually progress and succeed individually and collectively, we need to master problem solving. The challenge is that mastering problem solving (turning problems into opportunities) is a skill that should be developed and refined continually.

In order to tap into our individual and collective potential, pursue our goals, and realize our dreams, we need this life skill. This skill is a competitive advantage wherever you go. People (employers, clients, voters, etc.) desperately look, all the time and everywhere, for people who swim with ‘sharks’ (tough problems) without being eaten alive by ‘the sharks’. They search for people who have the ability to resolve problems and overcome challenges with confidence, grace, and those who deliver results based on sound, wise, and farsighted decisions following the proper steps of problem solving, without violating laws, rules, and without compromising their core values.

From one to ten, one being very poor and ten extraordinary, how do you gauge your (your team’s) problem solving ability? If you scored below 8, you need to work on your mindset, attitude, and problem solving skill.

  • If you’re sick and tired of losing to problems easily;
  • If you’re burned out in cleaning the messes problems cause frequently;
  • If you are stranded more than you should because of unsolved (poorly solved) problems;
  • If your team gets stuck whenever, small or big, problems surface;
  • You need to empower yourself and your team, and I’m here to help.

Assegid (AZ) Habtewold is the owner and lead trainer and coach at Success Pathways, LLC. He facilitates Problem Solving and Decision Making workshops. Here is the link to learn the learning objectives of our Creative Problem Solving workshop: http://successpws.com/?page_id=1473

AZ has been facilitating very interactive and dynamic soft skill and leadership workshops including Problem Solving and Decision Making for diverse clients using latest adult learning methods. In his upcoming book, which will be published soon, he provides insights, tools, and processes to empower readers develop the right problem solving and decision making attitude, mindset, and skills.

Time: Unmanageable? What to do about it?

Those of us who have tried the rat race to manage time and save as many minutes as we could on a daily basis discovered the bitter truth. This race is not winnable. It’s self-defeating.

Attempting to manage the unmanageable led many of us to experience disenchantment, and even frustration. Our attempt to manage time efficiently resulted a stressful life filled with disappointments and burnouts.

Personally, when I discovered a seemingly simple truth about time management, things started to change. It was a humbling experience when I first realized that I don’t have control over time! Alec Mackenzie and Pat Nickerson were on the mark when they wrote, You don’t manage time at all. You only manage yourself in relation to it.”

What a relief! When I discovered the fact that I only have control over my own resources, and myself alone I began to be in charge and able to manage self and my resources around time better. ‘Managing time’ started to be easier. Don’t misread me. I’m not yet there where I want to be, but at least for now, I have a better handle on time than I used to.

What about you? Are you still on the other side of the fence and racing against time or have you crossed over and moved to the side of time, which is, managing yourself and your resources in relation to time? What has been your experience?

In conclusion, we humans don’t have direct control over time. We only have control over ourselves and other resources. Understanding this simple fact is a huge difference maker in our effort to maximize time, the scantiest resource in the world. Once we master managing time effectively, the rest will be easier. This is because managing other resources is easier compared to managing time. Lastly, don’t forget that until you develop a good handle on effective time management, you are at risk of mismanaging yourself, and other scarce resources. Peter Drucker warned: Unless time is managed, nothing else can be managed.” 

Assegid (AZ) Habtewold is the owner and lead trainer and coach at Success Pathways, LLC. He facilitates Time Management workshops. Here is the link to learn the learning objectives of our Time Management workshop: http://successpws.com/?page_id=1569

AZ has been facilitating very interactive and dynamic soft skill and leadership workshops including Time Management for diverse clients using latest adult learning methods. In his upcoming book, which will be published soon, he provides insights, tools, and processes to empower readers develop effective time management attitude, mindset, and skills.