I don’t see interpersonal skills being any less important in the future.
I also don’t see a reason to raise my son to be the "bread winner" and not learn how to be a father and visa versa with my daughter…
I totally agree with you. As you are learning right now the traditional roles of men and women are a thing of the past. Our daughters need to learn how to be the bread winner too and our boys need to learn how to do laundry, cook a meal and raise a child. Things are never going back to the days of Leave it to Beaver so we need to raise our children to be and do whatever needs to be done.
I also think that interpersonal skills are incredibly important in every area of your life, both at work and in our personal lives. There are very few jobs where we work entirely alone without ever talking to anyone so having the ability to communicate well, put people at ease and develop relationships with people is huge in pretty much any type of work that I can think of.
These skills are also very important in our personal lives. Developing relationships with friends and family can bring a great deal of job to our life. I’m sure you can see how a lack of communication can damage a personal relationship. I have to say that it seems that you must be a great dad. Not all men think about things like this when raising their children. I really admire a man that thinks about what exactly they can teach their children to help them in life.
Could anyone guide me as to how to go about it ? I currently work in a well reputed corporate firm in bangalore. does any body know of any any places or tutorials that conduct "train the trainer" workshops in bangalore?
I would suggest your first place to go would be ITOL (Institute of Occupational Therapy) or the CIPD (Chartered Institute of Personnel and Development). They provide distance learning or on-site accredited and industry recognised certificated in Training and Development. After you qualify you can join the institutes and they will provide a raft of tools to help you further your career.
I do not know if they operate in Bangalore, but as they both have a good on-line presence then they could be well worth the effort.
I’ve to make my S.S.T project for which my topic is -"alternative communication skills". I need matter, information and other related data as I have no clue about the topic.
Thank you!
There are really only three ways of direct communication: light, sound, and touch. Even indirect communication is only possible via the three previous methods. As for an alternate communication method… That would just be something that you wouldn’t normally use. Touch is the least common form of communication, so maybe you should go with that. Whenever you speak to someone, that’s sound. Whenever you are using your eyes, that’s light. Now for the tricky part. Whenever you use your cellphone, that’s both light and sound combined. The only that I know of to incorporate all three forms of communication was Morse Code.
I know this is like a shotgun blast of information, but I hope it will help.
Interview is your first and the most important encounter with your prospective employer. What you say, how you dress, how you behave and other such things can make or mar your chances o 
f getting that dream job. Especially for first time job seekers, interviews can be intimidating. So, a little preparation for the same can be really helpful. Given below are a few tips that will help you cruise through your interview smoothly and perform better with heightened chances of getting hired.
Try to arrive 15 to 20 minutes before the job interview schedule so that you get time to cool down and get your mind ready for the interview. If you get unavoidably delayed, notify the company immediately stating the reason and your estimated time of arrival. This shows your professionalism and sincerity.
The age old adage “First impression is the last impression” still holds true so dress smartly for the interview. You should wear a formal dress and make sure that you look professional. While different industries call for different work attire, it is always safe to stick to formal dressing. Dress according to the culture and style of the company that you’re interviewing with.
Dressing tips for men
· A neatly ironed long-sleeve working shirt (avoid colorful shirts, stick to one solid color such as blue, grey, white)
· A tie
· A suit or sports coat
· A pair of neatly-ironed dark-colored formal trousers
· Conservative colors (avoid bright, flashy colors e.g. bright orange, fuchsia, etc.)
· Well-polished dark color shoes
· Neatly groomed or cleanly shaved beard and/or moustache
Dressing tips for women
- Conservative blouse (steer clear of low cleavage and bare back designs)
- Business suit
- Conservative colors (keep the colors to a maximum of three)
- Properly fitting, non-revealing clothes. Avoid short skirts.
- A salwar-kameez or sari in non-flashy colors
- A conservative hair style; tied-up long hair or set hair in a neat hairstyle.
- Appropriate closed-toe shoes or pumps.
You need to carry important documents while going for an interview. Always carry photocopies of your degrees and certificates unless the interviewer has specifically asked for originals. Arrange them neatly in a file. Carry at least two copies of your resume, mark sheets, photographs etc.
All the above mentioned tips prepare you to meet the interviewer. Now, it is time for the real test- facing the interviewer’s questions. Feel confident and don’t panic even if you don’t know the correct response to a particular question. If you fumble or look extremely nervous, the interviewer will lose interest in you. Thoroughly go through your resume before appearing in front of the interviewer. Most questions will be based on what you have written there. So, don’t lie on your resume and be prepared to showcase your skills in a positive manner.
Interviewer’s Most Frequently Asked Questions
Q: Tell me something about yourself.
A: This is the most commonly question asked in an interview. Mention the details about your education, work experience (if any) and your core competencies. Don’t just narrate what is already written in your resume as it is already in front of the interviewer. Say something extra but relevant to the interviewer, which makes him interested in you and proves your suitability for the job. Try not to sound too rehearsed and don’t talk for longer than five minutes.
Q: Mention your strengths.
A: Prepare on any key strength such as confidence, motivation, tenacity, positive attitude etc and explain why these would be valuable for the role you have applied for.
Q: Dwell upon your weaknesses.
A: Now, this is a tricky question. But you can answer it in a manner that benefits you. Try to state a weakness that can be considered as strength by the employer. For example: "I get impatient and tend to lose temper when deadlines are not met.” This shows that you don’t like to work with inefficiency and are particular about deadlines.
Q: Where do you see yourself five years from now?
A: This question is asked to see how stable you are and what is your vision of career growth. The answer will show your clarity of thought and how you have planned your future.
Q: Why do you think you are fit for the job?
A: Answer this question by citing how you have learned from your past experience and how the knowledge that you have acquired through your education can be utilized in accomplishing the objective of your job. Try to state how you can bring a positive difference to the company. If you are a fresher, state your strengths. Try to match your analytical skills, your soft skills, your qualities with what is required by the employer and try to convince the employer that you are best suited for this post.
After you have been interviewed, you should also try to find out as much as possible about the organization and the post you have applied for. This will prove to the employer that you are interested. Ask intelligent questions and do not concentrate on salary as of now. That can be negotiated after you have got the job.
During the last few moments of your job interview, emphasize on your skills and your strengths which makes you best suited for the job. This will help the interviewer to remember your skills and strengths as this will be the last thing which the interviewer will hear.
Restate your interest in the job but don’t sound desperate or too anxious. Instead show how interested you are and how best you fit the job profile.
Geetika Jain
http://www.articlesbase.com/careers-articles/identify-your-skills-to-get-the-right-job-721291.html
Trade show promotions give you an opportunity to display and demonstrate your products and services. Believe it or not everyone is capable of developing and displaying good presentation skills. For a lot of people, making a presentation at the annual trade shows can be a frightening and uncomfortable thing to do, however with some simple tips any such fears and anxieties can be replaced with confidence and even make the whole experience very enjoyable.
Let’s now explore some fundamentals.
Practice.
First of all consider the content and approach of your display and presentation and practice on your co-workers, friends or even your family, ask them to evaluate your performance, remember practice makes perfect. It is also a good idea to visit the exhibition room of the presentation before the event takes place, also you should test out any equipment you are going to use and get very familiar with it. Remember familiarization is always a good thing should things go wrong.
Visuals and Sounds
Use graphics, movies, cartoon drawings, charts and visual aids, you can also use sounds and text to demonstrate further. Computer software programs like Power Point are very impressive and can give a professional edge to your presentation, but be sure you have a thorough understanding of the software as well as the hardware you are using otherwise you could be heading for disaster.
The approach you need to take for your presentation.
Be confident and relaxed but above all be yourself. Use your own natural gesticulations or vocal intonation to your benefit. It is very difficult to transform the manner in which you are accustomed. A presentation is far more effective when one actually puts ones energy full force into them. likewise, never attempt to be anyone else or duplicate another presenter’s technique.
Dealing with nerves and anxiety for your presentation
Being a little nervous is not a bad thing; in fact a small amount of nervousness can be a good thing for your presentation. What some people feel when they take the stage is an urge to do one of two things,
1. Make a dash for the nearest exit or
2. Stand full Force and rush the whole presentation.
If you do get such feelings then simply take a couple of deep breathes, breathing in through your nose and slowly out of your mouth, tell yourself you are winner and let all of your nervous energy channel into your performance and out to your listeners.
It is natural to feel insecure at the beginning but go slowly and don’t strive for perfection, walk a little back and fore or hold onto the display stand, whatever, just take it slowly, bear in mind that your audience will need time to digest what you are saying and to turn it around in their heads, so there really is no need for you to rush.
Talk to your audience like they are your friends.
Your work as a host is to arouse and converse with your listeners so that they are eager to get all the info you have. Have a discussion with your audience. They might not in reality talk back, but let them sense that you are testing; consulting and questioning them, they will then remain alert and conscientious.
And Finally
Everyone has to start somewhere and if you follow your own instincts and take the advice offered to you here then in no time at all, trade show demonstrations and Presentations will become second nature to you.
Zhang Xiao Hong
http://www.articlesbase.com/business-articles/presentation-skills-for-trade-shows-98307.html
What is anger?
Before we talk about anger management skills, we first need to talk about anger as an emotion. Anger is a normal feeling that everyone experiences. Anger can range from slight annoyance to fits of fury. Some feel anger every day, while others may only encounter it when pushed to the “breaking point.”
Anger can be caused by both internal and external events, and it can affect us both physiologically and biologically. Anger often arrives with very little notice, and can leave us with feelings of exhaustion, depression and regret. To release anger effectively, we must employ positive anger management skills.
Where can I find help with effective anger release?
Anger is a healthy emotion. Each of us must find personal ways to experience and express it. That is what anger management skills are all about.
Finding an effective anger release is not always easy, and as you might suspect, what works for one person doesn’t necessarily work for another. Some people bottle up their anger until it explodes, while others regularly take out their anger on family and friends. Neither are effective anger release methods. But there are healthy and constructive ways you can release your anger. Dr. Brandt can help you learn the best anger management skills for you.
Which effective anger release method will work best for me?
There is no one particular anger management strategy that is guaranteed to work for you. The best way to find your most effective anger release method is try several various strategies. Effective anger release is a journey-you may find along the way that you’ve discovered an anger management skill that no one has thought of or used yet. If you do, we encourage you to share your positive experiences with others here at The Anger Zone.
Does effective anger release mean eliminating anger from my life?
No. Anger is a normal and healthy emotion. It is the way you choose to deal with anger that can negatively or positively affect your life. Anger management skills have been developed to help people deal with anger constructively. If you find yourself struggling to find effective anger release, it may be a good idea to seek professional counseling, either in an anger management group or workshop or individually.
Take control of your anger before it takes control of you.
Andrea Brandt, Ph.d.
http://www.articlesbase.com/relationships-articles/anger-management-skills-effective-anger-release-strategies-99660.html
Funny how so many organizations offer leadership training. Yeah its a money spinner alright! Money for you? Nah! ROI, puhlease!
leadership training? Yeah right!
Leaders are people who achieve results. Leaders are those whose attitudes and actions lead to positive results. Sending your staff to leadership training may not deliver the goods you are looking for! It helps them build a foundation for achieving the objectives, if they get to implement the knowledge. Some never do.
I have spent time with several organizations who send people to fancy schools and programs. When I say fancy, I mean high end fancy, like creepers on walls fancy. Does that mean it will make your team into leaders. Maybe. No guarantees. Executive programs are designed to make schools successful, not your company, or your staff.
Some so called leadership programs are a version of EST and Landmark programs designed to give attendees an inner sight into themselves. Others provide basic sales skills. That is leadership? Not on my dollar! Shareholders should be saying. It is as bad as team building exercises around golf courses and resorts. It is fun but does it bond? It may work for the Special Forces but that does not mean it will work in your office.
Like being a top gun pilot for a day is going to make you an effective leader. Lets look at Top Gun pilots. They are trained like German Shepards to fly in perfect patterns and along preset routes. They engage only in a prescribed manner, fully meeting the rules of engagement, stay in contact with fighter commanders along the route, meet objectives and come home. On the other hand helicopter gunship pilots gather like a flock of geese, fly on selected engagements as they see fit or prudent, go out cause trouble, meet strategic objectives and come home. Each are leaders and each achieve a strategic objective. One has far more deliberation than the other. Helo pilots dont run leadership programs. Maybe they should. I would rather have a can do leader than a perfectly trained leader who needs someone talking in his or her ear all day!
Leaders and potential leaders need to be challenged to produce results. They need goals or objectives to achieve. They need to show their staff and team members they have what it takes. They dont have to actually do everything to achieve the results but they need to put a plan into action and see it thorough to completion.
Leaders accept accountability and responsibility
Put them in a position where they can show this. Let them achieve strategic objectives!
Leaders produce results!! Thats it.
Remember how Audie Murphy took the machine gun nest, the rest was history? Yeah? He produced results. His attitude and actions made him successful. Yes he had good training along the way. But his attitude and actions lead him to achieve positive results. Those that realized he had what it takes followed him.
Business leadership is exactly the same. You need to set people up to succeed. Developing a process where by team members can set goals and objectives that meet the organizations overall strategic plan. Potential leaders that were successful in one area are often not successful in their new promotion. Well, they have not really defined their own strategy for execution of corporate and their own personal goals. Until they do they will flop around like a fish out of water.
So what do you do?
Leadership teams need to analyze their past performance
What worked
What did not work
Then learn from these results
Develop a positive attitude to success
Figure out what areas they will need to be most effective
Then plan their actions for the year for each area
Develop a plan to implement each item in the most efficient manner and select the top 10 only.
Work the plan
Enjoy the success
Those that make it work are the leaders to be respected.
Graeme Nichol
http://www.articlesbase.com/non-fiction-articles/time-off-or-good-training-98156.html
Much has been written about leadership: rules, pointers, styles, and biographies of inspiring leaders throughout world history. But there are certain leadership ideas that we ourselves fail to recognize and realize in the course of reading books. Here is a short list of things you thought you knew about leadership.
1. Leaders come in different flavors.
There are different types of leaders and you will probably encounter more than one type in your lifetime. Formal leaders are those we elect into positions or offices such as the senators, congressmen, and presidents of the local clubs. Informal leaders or those we look up to by virtue of their wisdom and experience such as in the case of the elders of a tribe, or our grandparents; or by virtue of their expertise and contribution on a given field such as Albert Einstein in the field of Theoretical Physics and Leonardo da Vinci in the field of the Arts. Both formal and informal leaders practice a combination of leadership styles.
Lewin’s three basic leadership styles: authoritative, participative, and delegative
Likert’s four leadership styles: exploitive authoritative, benevolent authoritative, consultative, and participative
Goleman’s six emotional leadership styles – visionary, coaching, affiliative, democratic, pacesetting, and commanding.
2. Leadership is a process of becoming.
Although certain people seem to be born with innate leadership qualities, without the right environment and exposure, they may fail to develop their full potential. So like learning how to ride a bicycle, you can also learn how to become a leader and hone your leadership abilities.
Knowledge on leadership theories and skills may be formally gained by enrolling in leadership seminars, workshops, and conferences. Daily interactions with people provide the opportunity to observe and practice leadership theories. Together, formal and informal learning will help you gain leadership attitudes, gain leadership insights, and thus furthering the cycle of learning.
You do not become a leader in one day and just stop. Life-long learning is important in becoming a good leader for each day brings new experiences that put your knowledge, skills, and attitude to a test.
3. Leadership starts with you.
The best way to develop leadership qualities is to apply it to your own life. As an adage goes “action speaks louder than words.” Leaders are always in the limelight. Keep in mind that your credibility as a leader depends much on your actions: your interaction with your family, friends, and co-workers; your way of managing your personal and organizational responsibilities; and even the way you talk with the newspaper vendor across the street.
Repeated actions become habits. Habits in turn form a person’s character. Steven Covey’s book entitled “7 Habits of Highly Effective People” provides good insights on how you can achieve personal leadership.
4. Leadership is shared.
Leadership is not the sole responsibility of one person, but rather a shared responsibility among members of an emerging team. A leader belongs to a group. Each member has responsibilities to fulfill.
Formal leadership positions are merely added responsibilities aside from their responsibilities as members of the team. Effective leadership requires members to do their share of work. Starting as a mere group of individuals, members and leaders work towards the formation of an effective team. In this light, social interaction plays a major role in leadership.
To learn how to work together requires a great deal of trust between and among leaders and members of an emerging team. Trust is built upon actions and not merely on words. When mutual respect exists, trust is fostered and confidence is built.
5. Leadership styles depend on the situation.
How come dictatorship works for Singapore but not in the United States of America? Aside from culture, beliefs, value system, and form of government, the current situation of a nation also affects the leadership styles used by its formal leaders. There is no rule that only one style can be used. Most of the time, leaders employ a combination of leadership styles depending on the situation.
In emergency situations such as periods of war and calamity, decision-making is a matter of life and death. Thus, a nation’s leader cannot afford to consult with all departments to arrive at crucial decisions. The case is of course different in times of peace and order—different sectors and other branches of government can freely interact and participate in governance.
Another case in point is in leading organizations. When the staffs are highly motivated and competent, a combination of high delegative and moderate participative styles of leadership is most appropriate. But if the staffs have low competence and low commitment, a combination of high coaching, high supporting, and high directing behavior from organizational leaders is required.
Now that you are reminded of these things, keep in mind that there are always ideas that we think we already know; concepts we take for granted, but are actually the most useful insights on leadership.
Carl Hoffman
http://www.articlesbase.com/self-help-articles/leadership-exposed-things-you-thought-you-knew-about-leadership-93667.html
Management versus leadership, what’s the difference? Is there a difference? Well, there has always been a difference, but people have not always known how to communicate the difference between the two, which is why in many instances, the terms are expressed in an indistinguishable fashion. However, a leader’s role and a manager’s role within any organizational setting is not interchangeable. This is not to say that an individual cannot possess the attributes of both, but do realize that their functions and outlooks pertaining to the existing paradigm/status quo (policies, practices, norms, standards, and rules) are very different.
In a nutshell, leaders can be seen as revolutionaries, change agents, and paradigm shifters. Their role is to get people with similar views and ideas together, in a inspirational and collaborative way in order to accomplish a given task or goal. Of most importance however, is that leaders often operate outside or in-opposition to, the parameters set by the existing paradigm/status quo in order to achieve their goals. This sometimes rebellious nature often brings about new and innovative ideas and ways of doing things that shifts or changes the existing paradigm/status quo.
Managers on the other hand, are also tasked with accomplishing goals, but they often confine themselves within the parameters of the existing paradigm/status quo. Managers often utilize people as well to achieve outcomes, but more often in a less inspirational and collaborative way. Therefore, it can be said that while managers are required to meet incremental outcomes, they are still dutiful gatekeepers of the existing paradigm/status quo. In contrast, leaders often identify and challenge the non-productiveness and inefficiency of the existing paradigm/status quo, creating a seemingly oppositional and chaotic environment that can yield innovative and wondrous outcomes that probably would not have been achieved within the existing paradigm/status quo that had been in place prior to the challenge.
Dr. Mario Barrett, Ph.D.
http://www.articlesbase.com/leadership-articles/management-vs-leadership-673255.html
Many people believe that management and leadership are two interchangeable entities, however they are not. Managers need development in both areas to be highly effective, but the two subjects cover very different aspects of a manager’s role. Management and leadership are defined as:
o Management: Is the act of directing a group of people for the purpose of coordinating and harmonizing the group towards accomplishing a goal beyond the scope of individual effort
o Leadership: The ability to lead, including inspiring others in a shared vision, towards the achievement of organisational goals
As the two definitions show, both management and leadership activities are important aspects of a manager’s role. In today’s business culture if employees are lacking the skills needed there are many options available for development.
Development within organisations has grown enormously over the past decade, with management and leadership being two of the key areas. The main reason for the increase in demand has been the growing trend to promote from within; this leads to better staff retention and engagement as well as lowering recruitment costs.
Management, as with all development areas, was initially quite a narrow subject, which led to important issues being left unaddressed. The range of management courses that are now available across the learning and development market is easily into the thousands.
This is great news, so whether a performance management programme is required or there is a need for discipline and grievance training, there are options available and accessible for any organisation.
A popular and growing option for management development is to use bespoke courses specifically built around the organisation’s needs. At first, the prospect of finding or designing a course can be quite daunting, however learning and development specialists like Righttrack Consultancy are here to help the selection process.
It is common knowledge that management development is incredibly important. Righttrack Consultancy, who have over 20 years’ experience in the learning industry, believe the top 5 main benefits that management development brings an organisation are:
o Higher levels of motivation
o Increased team spirit
o Increased levels of understanding of the organisation’s goals and vision
o Lower staff turnover and absence levels
o A change in organisational culture
Management development, if done properly, can bring great changes and rewards for both the trained employees and the organisation. Having said this many organisations do not fully utilise learning and development specialists, like Righttrack, as they have already decided what would be the best cause of action.
This is a huge waste and results in some organisations, cutting their nose off to spite their face, as they feel they know best. So next time a management development opportunity crops up, why not ask a specialist what they suggest without any preconceptions? After all this is what they do day in, day out.
Shaun Parker
http://www.articlesbase.com/management-articles/management-development-what-is-it-348268.html