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.

The Case for Developing Effective Time Management Skills

There are some reasons why many people don’t want to invest their time and resources to develop their time management skills. A few of these individuals think that managing time doesn’t have to be developed. They argue that it’s common sense. What do you think? Is it really common sense and any one can manage their time effectively without putting some efforts to learn best ways such as using some latest tools, processes, techniques, and technologies?

Let’s be humble. We’re not born with mastery of time management. We don’t have the innate ability to manage time effectively. For that matter, we are predisposed to mismanage time. I conquer with Peter Druker- the father of modern management, who admitted, “Man is ill-equipped to manage his time.”

Well, I also met some who are passionate about why they don’t want to develop time management skills. They argue that developing such a skill deprives them from being spontaneous and enjoy the fun that comes when they do things haphazardly. They proudly call themselves ‘Free spirited’. They consider themselves activists who fight for their freedom against the ‘controlling TIME’. They go as far as belittling TIME by saying, “It’s created to serve us, not to become boss over us’.

There are some truths here. Yes, time shouldn’t be allowed to control us but we don’t need to show time who the boss is by winging it as we wish. We can still be our own boss and use time to serve our goals by becoming smarter in using time effectively, and by using it in our favor. The point is: We can still be skillful in managing our time without losing our freedom.

There are others who believe that they perform best when they are under pressure. They proudly call themselves ‘Deadline Junkies’ 🙂 Of course; it is very hard to counter argue with someone’s experience. If they say that they put their acts together and perform well when they are under pressure, well, I would like to trust them. They may perform outstandingly when under pressure.

But, I’m skeptic about whether doing things at the 11th hour is wise even if I’ve the capacity to do so. Yes, I may deliver results just before the deadline. The question is: Can I produce quality results while I’m rushed against time?

Of course, there are others genuinely concerned that they don’t have additional time to spend in order to develop time management skills. It’s understandable. They’re already out of time, and struggling to meet deadlines. How can they spend the time they don’t have with the hope to become better in managing their time in the future?

This reason too is legitimate. Yes, in the short term, you need to put an initial investment by believing that, in the long run and down the road; the return on investment outweighs the time you may put down initially.

What about you? If you’re great in managing time effectively personally, what about your team members and colleagues? From 1 to 10, how do you rate yourself (and your team) when it comes to time management, one being very poor and ten very excellent? If you (or your team) scores less than 7, you need to invest on your time management skills.

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.

Developing Empathy

We are diverse. Some of us are naturally gifted and have innate gifting and preferences for certain things. We don’t sweat about these things. They’re our second nature.

However, that doesn’t mean we don’t need to develop those things that are not natural to us. This is especially true if you are a professional, business owner, community organizer, politician, you name it. As you work with and lead others, you need to develop certain soft skills for which you may not have home court advantage.

One of those soft skills we need to develop is empathy. Alvin Goldman defined empathy as “The ability to put oneself into the mental shoes of another person to understand her emotions and feelings.”

If you don’t have empathy naturally, you may ask, why bother? Let me give you a good example that may cause you to think twice.

Abe Lincoln, the 16th President of the US, is known for his extraordinary empathy. In Team of Rivals, his biographer wrote: “He possessed extraordinary empathy- the gift or curse of putting himself in the place of another, to experience what they were feeling, to understand their motives and desires.”

Interestingly, as much as it added sorrow in his life, that the same quality was one of his greatest assets for Lincoln’s success. People who closely witnessed his political career such as Helen Nicolay, whose father would become Lincoln’s private secretary, suggested that that the same attribute, “gave him the power to forecast with uncanny accuracy what his opponents were likely to do.” His biographer also agreed and wrote, “Such capacity to intuit the inward feelings and intentions of others would be manifest throughout his career.”

Assegid (AZ) Habtewold is the owner and lead trainer and coach at Success Pathways, LLC. He facilitates Emotional Intelligence workshops. Here is the link to learn the learning objectives of our Emotional Intelligence workshop: http://successpws.com/?page_id=1509

AZ has been facilitating very interactive and dynamic soft skill and leadership workshops including Emotional Intelligence for diverse clients using latest adult learning methods. In his upcoming book, which will be published soon, he provides insights, tools, and processes to increase Emotional Intelligence in order to attain self-mastery, and in turn work with others well, and lead others effectively.


With Increased Self-awareness Comes Unshakeable Security

The world has been in trouble mainly because of insecure individuals than bad ones.

The damage and chaos is severe when insecure individuals are at the helm of families, organizations, communities, and nations. Such individuals know more about who they are not, what they don’t have, and their weaknesses and limitations than their uniqueness and strengths. They are focused on what is missing, wrong, and not working rather than taping into their true self, and spend their valuable time and energy on what they can do well leaving those they cannot to others…

Insecure individuals are thorns inflicting constant pain against the people around them. They are always feeling inadequate, and anxious of what other people think of them. They dread to become vulnerable and ask feedbacks to know more about their weaknesses, limitations, and vulnerabilities. Deep inside, mostly at subconscious level, they strongly believe that they are seriously flawed and unredeemable. That is why they lash out aggressively whenever people closer to them mention their limitations and weaknesses inadvertently (or with good intentions), and/or when critics point them out.

On the other hand, individuals who are willing to increase their self-awareness have unshakeable self assurance. It’s not because they are perfect. Such individuals understand that we all have certain strengths, and for obvious reasons, some limitations and weaknesses.

That is why we shouldn’t be bothered by the so called ‘perfects’. If you find someone in your life, organization, and/or community acting as if he/she is perfect and judging you and/or others who have imperfections, that individual must be an alien- from another planet.

In the land of the living, we were purposefully wired to seek completion/perfection from others. We are parts of the larger body. We’re unique and made perfectly to carryout our mission, and pursue our passion. Our fulfillment in life, within our team and community meets with success when we give our best as per our talent, gifting, and strengths while willing to team up with others in the areas of our limitations.

Remember, as much as you need the compliment of other fellow humans, you too compliment others, and make them WHOLE. It’s a win-win…

Thus, no one should feel insecure about the way they are. No one should bow down his/her head because they cannot be like someone else or do certain tasks and jobs like others. The truth is, if you aren’t good at certain things means you’re not made for them. You should get over it, and focus on who you are and what you can do best for both individual and collective success…

In conclusion, with increased self-awareness, self-doubt vanishes. The more we become proactive and constantly increase our self-awareness, the more we:

  • Stop doubting self,
  • Embrace our limitations,
  • Focus on our strengths, and
  • Team up with others to overcome (at least mitigate) the impacts of our limitations.

Assegid (AZ) Habtewold is the owner and lead trainer at Success Pathways, LLC. He wrote a book entitled ‘The 9 Cardinal Building Blocks: For continued success in leadership’, and Self-awareness is the very first building block. 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. In his upcoming book, which will be published soon, 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.

Change when it matters the most…

There is a common misunderstanding concerning why once giant companies vanished or became insignificant. Mistakenly, many people think that these once glorious companies were stubborn and refused to change.

That is not accurate. Most of them made so many desperate moves to catch up with the change they had just missed. Unfortunately, their past success blinded them and felt that they were too big to lose to Change.

They hesitated for awhile and failed to make the necessary changes on time and when it mattered the most. This negligence came with a dire price. Complacency was the main reason!!!

Otherwise, almost all of them awakened at one point, stopped resisting, and desperately attempted to save their capsizing ship by making some desperate change moves. It was too late… They missed the boat that would have taken them to a splendid future. This misstep denied them from transforming their people and organization to the next height…

Remember:

  • In the past, if you don’t change, you won’t progress. Survival wasn’t at stake.
  • Now, in the 21st C, the mantra is: either you change or perish!

What would be your choice? What would be your story five years from now? Don’t forget that change’s pace has quickened crazily. There would be lots of proactive changes you should make within this relatively short period of time to survive and thrive.

Are you going to be proactive, catch up with the fast paced change by discerning change ahead of the curve? Are you preparing yourself ahead to fly with the frequently changing current by changing consistently; or some how, fall behind and remain a victim of complacency and pay the dire price- irrelevance in the 21st c?

It is your choice…

Let’s know if you need our help to better understand the characteristics of 21st change, phases of change, what to to do during each phase, and change models you may use to guide your efforts to lead change smartly and successfully.

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 Doctor of Veterinary Medicine Degree, Master’s in Computer Science, and Doctor of Strategic Leadership. He wrote two books on leadership. He has been facilitating soft skill and leadership workshops including leading change for some government agencies, technology, and non-profit organizations. In his upcoming book, which will be published soon, he discussed extensively about the importance of leaders honing their soft skill to lead change in the 21st C successfully.

Negotiation Lessons: Why Mexico’s President cancelled meeting US President?

You might have already read and/or watched the news about Mexico’s President Enrique Pena Nieto canceling meeting with US President Donald J. Trump.

If you had followed the events leading to the cancelation, you weren’t surprised at all.

On Wednesday, Donald Trump signed an Executive Order to build the wall in the southern border of the US believing that Mexico will pay the cost in one form or another.

This decision was unilateral and was made without the consent of Mexico’s government.  The Executive Order offended Mexico’s delegate who are here in the US to have some form of negotiation with Trump’s administration. Following the signature, the high level delegates called their President to cancel the scheduled meeting with the President of the US.

While this was still going on, on Thursday, Trump tweeted saying: “If Mexico is unwilling to pay for the badly needed wall, then it would be better to cancel the upcoming meeting.” It didn’t take long for Mexico’s President to just do that- he cancelled the planned meeting, following Trump’s lead, via twitter: “This morning we have informed the White House that I will not attend the meeting scheduled for next Tuesday with the POTUS”.

Why he canceled the meeting, you may ask, especially knowing that Mexico is going to lose the most? According to Trump’s earlier tweet, “The US has a 60 billion dollar trade deficit with Mexico.”

It is simple. In any negotiation, if your counterpart gives you an ultimatum with his/her walking away price upfront (in this case, Trump revealed that he walks away if Mexico doesn’t agree to pay for the wall), you immediately realize your best and worst scenarios. And, if you figure out that you won’t get a satisfactory agreement from a negotiation and some how you could be able to live with the worst scenario, then, you too walk away. That is what Mexico’s President just did.

Of course, at this point, it’s too early to reach any conclusion. I hope that the two nations may keep working on a win-win deal, at least, behind the scene… I guess, they have already realized that negotiation of this magnitude doesn’t succeed on Twitter 🙂 lol

That being said, my interest here is to share some negotiation lessons with leaders like yourself:

1.    Don’t give ultimatum upfront. This is true even if you have the upper hand as you enter into any negotiation; of course, if your desire is a win-win deal. In the US – Mexico case, we aren’t sure whether Trump was making a tactical move to begin the negotiation on strong foundation and from higher ground or whether that was a misstep and oversight. Otherwise, you shouldn’t demand concessions before the start of a negotiation. You should wait for the right time to demand concessions, and if necessary to make some concessions.

2.    Don’t reveal the bottom-line too soon. This is especially important during negotiations between two nations. Negotiations in business are totally different than negotiations between nations, especially those from different cultures. In the former case, as far as the negotiators get a deal acceptable by the majority of the shareholders, they may be considered successful. Unfortunately, negotiations between nations are complex. There are countless stakeholders with diverse, sometimes irreconcilable, interests and priorities. Trump attempted to negotiate on twitter and revealed his bottom lines for all stakeholders to read too soon. Sensitive negotiations should be done behind closed doors, at least, at the initial stage. There should also be an agreement from both parties on how and when to communicate the progress of the negotiation to their respective stakeholders.

3.    Don’t undermine emotions. Negotiators should pay closer attention to their own and the emotions of others. How negotiators handle emotions could make or break a negotiation. This is especially important during negotiations between nations. His inner circle and thousands of citizens pressured Enrique (it didn’t matter whether he wanted to attend the meeting personally) because they felt that Trump’s tweets did hurt their national pride! According to news from Mexico, the President was forced to cancel the meeting because citizens felt that their country and its people are bullied and therefore, regardless of the economic consequences of walking away from the scheduled meeting, they demanded their President to cancel it.

4.    Don’t damage long-term relationships. Neighboring countries like the US and Mexico shouldn’t just negotiate to get a better financial deal. They need each other for other collaborations that are critical to their countries, people, and the region long after the current Presidents are gone. That doesn’t mean the current governments shouldn’t aim to get win-win deals for their respective countries but this shouldn’t be sought in the expense of permanently damaging their relationship. Win-lose negotiations always burn bridges and also injure healthy relationships.

Hope this helps!

 

Assegid (AZ) Habtewold is the owner of Success Pathways, LLC, and lead trainer and workshop facilitator. He provides soft skill workshops on themes such as Negotiation Skills, Conflict Resolution, Diversity and Inclusion, Problem Solving and Decision Making, Leading Change, and other leadership related topics. Here is the link to checkout the learning objectives of our Negotiation Skills workshop: http://successpws.com/?page_id=1483.

By the way, AZ has Doctor of Veterinary Medicine Degree, Master’s in Computer Science, and Doctor of Strategic Leadership. He wrote two books on leadership. He has been facilitating soft skill and leadership workshops including negotiation skills for some government agencies, technology, and non-profit organizations. In his upcoming book, which will be published soon, he discussed extensively about the importance of leaders honing their negotiation skills.

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”

Mastering providing tough feedback

To succeed in getting along with and leading others, we need to master providing tough feedback. Unfortunately, giving tough feedback is easier said than done. Nonetheless, though it’s a very tough challenge, it’s possible to master this soft skill. It’s within your reach to remain nice while at the same time giving honest and tough feedback to the people you love and care about. The best approach to provide tough feedback that I suggest to my audience when I facilitate ‘Delivering Constructive Feedback’ is to customize every feedback to the individual.

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Let me quickly share with you a process that I shared in my upcoming book, which will be published soon. To provide tough feedback:

  1. Find the right place and time to give the feedback for that particular person. 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 have 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 options.
  6. Offer support. Once you reach agreement on how to resolve the issue or improve it, ask the person any help he/she needs 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 strictly adopt this process as it is. You may customize it and use it as it fits your objective condition on the ground.

Assegid Habtewold (AZ) is an author, consultant, coach, speaker, and trainer at Success Pathways, LLC (http://www.successpws.com). He facilitates soft skill workshops (including Delivering Constructive Feedback http://successpws.com/?page_id=1486) for some government agencies, technology and research companies, and non-profits. If you’re interested to empower your people with our 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.

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 impactful leader by increasing your self-awareness

Self-aware leaders are authentic. They had first influenced themselves- walked the talk, before they had attempted to influence and lead others. Steven Covey, the author of “The 7 Habits of Highly Successful People”, proposed to have private victories before seeking public victories. He called the first three habits private victory. And, the next three habits public victory. Covey rightful argued that achieving the private victories make it easy to achieve public victories. Plutarch is also said it very well, “What we achieve inwardly will change outer reality.”

By the way, leadership is illusive for many because they think that the places where they become better leaders are public arenas as they lead others. Unfortunately, the foundation of impactful leadership is self-leadership. That is why one of the greatest philosophers, Plato said: ‘The first and best victory is to conquer self.’

Self-leadership is a prerequisite for lasting and impactful leadership. If one fails to lead herself for whom she has control, how can she leads others on whom she doesn’t have any control? As the classic painter Leonardo da Vinci said, You will never have a greater or lesser dominion than that over yourself…the height of a man’s success is gauged by his self-mastery; the depth of his failure by his self-abandonment. …And this law is the expression of eternal justice. He who cannot establish dominion over himself will have no dominion over others.”

However, as much as self-leadership is a prerequisite for lasting and impactful leadership, it’s not easy to lead self more than most of us would like to admit. In one of his leadership conferences, when the leadership guru John C. Maxwell was asked what has been his greatest challenge as a leader, he surprised the audience by saying, “Leading me! That’s always been my greatest challenge as a leader”. In his book Leadership Gold, he further argued, “I think that’s true for all leaders regardless of who they lead and what they accomplish. We sometimes think about accomplished leaders from history and assume that they had it all together.”

What have been your challenges as a leader? Have you succeeded in leading self? How much time and energy are you investing to increase your self-awareness? What are you and your people doing on a consistent basis to increase your self-awareness to become impactful leaders? Let’s know if you need our help to increase the self-awareness of your people.

 

Assegid (AZ) Habtewold is the owner and lead trainer at Success Pathways, LLC. He wrote a book entitled ‘The 9 Cardinal Building Blocks: For continued success in leadership’, and Self-awareness is the very first building block. He facilitates Increasing Self-awareness workshops. Here is the link to learn the learning objectives of our self-awareness workshop: http://successpws.com/?page_id=1496