|
Leaders with Advanced People Skills are skilled in motivating, influencing, persuading and reading others. They focus on being flexible, approachable, collaborative and open minded and receptive to ideas.
|
|
To explore more of our resources on Advanced People Skills, click here.
|
|
There are a few things you can do to get the most benefit from your self-coaching. We recommend recording your answers to assessment below in a designated "Leadership Climb Self Coaching" journal or notebook. Your review and reflection on your answers now and in the future will be key to your continued growth.
This week is about creating a plan to improve your Advanced People Skills. It will be helpful to revisit your self coaching assessment that you did last week.
If you missed Week 1 - Assessment - click here to find the questions to catch up!
|
|
As you begin to build a plan of action to hone your People Champion skills, we invite you to explore an effective way to foster learning from mistakes, and successes, in your team. It's a simple tool developed in the field by the U.S. Army called the After Action Review:
ARTICLE
Do you think you’re qualified for a particular job, fit to lead a team, or entitled to a promotion because you have extensive experience and highly developed technical skills? Well, it turns out that while those things are crucial to your professional success, it’s imperative that you also have great soft skills–more commonly known as “people skills.”
RESEARCH
Abstract:
Hard skills are the technical expertise and knowledge needed for a job. Soft skills are interpersonal qualities, also known as people skills, and personal attributes that one possesses. Business executives consider soft skills a very important attribute in job applicants. Employers want new employees to have strong soft skills, as well as hard skills. This study identified the top 10 soft skills as perceived the most important by business executives: integrity, communication, courtesy, responsibility, social skills, positive attitude, professionalism, flexibility, teamwork, and work ethic.
Read more...
|
|
Self Coaching - Creating a Plan:
1. Does your team have gaps in its knowledge and understanding of its goals and values? What is needed to instill ownership of them, to embrace them, to live them?
2. What do I need to do to get to know our team members better? To help them align their work to efficiently and effectively achieve our overall objectives?
3. Do you need to get out of my office more often and get into the work place of my team members? If so, what needs to be eliminated, delegated, or more efficiently handled to do so?
4. What do you need to do to ensure your team members know that they are empowered to take initiative and act on their own?
5. What additional listening skills do you need to hone to be more effective and pertinent in communication with members of my team? What do you need to do to ensure that you avoid reactive, impulsive, or intemperate behavior?
|
|
MSBCOACH Leadership Maturity Model
|
|
Depending on whether you (or your team member) are at the executive, mid-manager level, supervisory, entry, new to organization or new to role level, there are core competencies that are necessary for successful progression on the Leadership Climb.
The leadership competencies as defined in our MSBCOACH Leadership Maturity Model create the backbone of our coaching, training and the we work we do everyday.
Learn more here...
|
|
|
If you find that your commitment to develop your leadership maturity is high, but your proficiency or resources lower than you'd like, our coaches can help you more carefully assess and develop your skills.
Contact Us
or
find more information here.
.
|
|
|
|
|
|
|
|