#peopleskill

INTJ Dictionary: - Reading human body language - Detecting tone of voice - Keeping track of their mental condition from face reading - Working hard to lower their load so they can deal with their personal shit

This week we discussed core abilities used in an interview, such as what an employer would be looking and expecting from you.

Many potential employees are caught in what they think the employer expects when ideally you should answer the questions truthfully, lying and faking an interview will only doom you later on if you do end up with the job. An advantage to honesty is that you will get a vibe pretty easily if that is even the sought of working environment you want to be in.

You must show that you are motivated for a job and are willing to be flexible and take the time to learn the necessary skill. Usually if you have already made it to the interview stage, they will believe your capable based of your resume. This is the moment when you need to show them your personality and how you would interact with customers/clients. Everyone wants someone that is easy to work with.

I have complied a list of what good attributes are in both and employee and an employer.

Aims For:

Employee: Problem solving, Passionate, Communication, Practical, Insight, Pressure, Tech, Reliability, Experience, Flexibility, Approachable and Motivated.

Employer: Professional, Approachable, Leads by example, Authority, Experience, Constructive critique, Motivator, Management, Open to ideas, Responsibility and Not a hypocrite.

These are a list of questions that my group came up with, as an employer to an employee.

Q1. How would you approach a customer/ greet?

Q2. Give me one circumstance where you've improved your working environment.

Q3. Why did you leave your last employment?

There’s a fine line between successful and failed leadership. These five dynamics will push you right over it.

The very traits that make a strong leader, if taken to their extreme, can set a leader up for failure. What may be viewed a leadership positive, if allowed to run unchecked, can turn into a leadership negative. The result is a very thin line between successful leadership and failed leadership.

Consider what happens when:

Confidence becomes ego

Teams become group think

Vision becomes obsession

Delegation becomes chaotic

Determination becomes inflexibility

Read Full Article http://bit.ly/VPCq4E

In the past few years, many companies were affected by the less than ideal economic conditions, and many instances, small businesses were hit harder than most. For these companies, the ability to be nimble and quickly adapt to changing economic conditions can be the difference between failure and success. However, there's an equally important factor that affects the fate of a small business: its employees.

When it comes to staffing your small business, here are the five employee "types" every company should have:

The Mentor

The Knowledge Seeker

The Renaissance Man (or Woman)

The Morale Booster

The Challenger

 Read full article http://bit.ly/UTeFLI

We hear all too often from senior leaders who are frustrated with change management initiatives that are failing. Leaders continue to fall short of their goals with change programs, whether it is a new product launch, an organizational restructure, a new customer service program, or an effort to increase cross selling. Leaders can increase their probability of success with any change initiative by keeping in mind these four simple rules. 

1. Do not delegate large-scale organizational change to middle management.

2. Actively solicit feedback from employees before change occurs.

3. Respect organizational culture, but do not let it dictate the intensity and breadth of change.

4. Clearly communicate your strategy and your reasoning behind the change. 

Read full article http://bit.ly/XaRo62

Whether it’s a high-profile tech company like Yahoo, or a more established conglomerate like GE or Home Depot, large companies have a hard time keeping their best and brightest in house. GigaOM discussed the troubles at Yahoo! with a flat stock price, vested options for some of their best people, and the apparent free flow of VC dollars luring away some of their best people to do the start-up thing again.

Yet, Yahoo!, GE, Home Depot, and other large established companies have a tremendous advantage in retaining their top talent and don’t. 

Top Ten list of what large companies do to lose their top talent :

1. Big Company Bureaucracy

2. Failing to Find a Project for the Talent that Ignites Their Passion

3. Poor Annual Performance Reviews

4. No Discussion around Career Development

5. Shifting Whims/Strategic Priorities

6. Lack of Accountability and/or telling them how to do their Jobs

7. Top Talent likes other Top Talent

8. The Missing Vision Thing

9. Lack of Open-Mindedness

10. Who's the Boss?

  Read Full Article http://onforb.es/t2AHXA

Leadership is learned behavior that becomes unconscious and automatic over time.  For example, leaders can make several important decisions about an issue in the time it takes others to understand the question.   Many people wonder how leaders know how to make the best decisions, often under immense pressure.  The process of making these decisions comes from an accumulation of experiences and encounters with a multitude of difference circumstances, personality types and unforeseen failures.

If you are looking to advance your career into a leadership capacity and / or already assume leadership responsibilities – here are 15 things you must do automatically, every day, to be a successful leader in the workplace:

1.  Make Others Feel Safe to Speak-Up

2.  Make Decisions

3.  Communicate Expectations

4.  Challenge People to Think

5.  Be Accountable to Others

6.  Lead by Example

7.  Measure & Reward Performance

8.  Provide Continuous Feedback

9.  Properly Allocate and Deploy Talent

10.  Ask Questions, Seek Counsel

11.  Problem Solve; Avoid Procrastination

12.  Positive Energy & Attitude

13.  Be a Great Teacher

14.  Invest in Relationships

15.  Genuinely Enjoy Responsibilities

Read full article http://onforb.es/YumTsG