Do you think you know listening?

True listening is an ART form and a skill. We are NOT born with it. It is what everyone should try to excel in as it would benefit them in everything they do. I thought I was a good listener until Jack Zenger and Joseph Folkman wrote this article that articulates what listening actually is.

Apart from eye contact, not interrupting, head nodding, taking notes, or the typical one-way interaction, it also includes:

1) asking questions that promote discovery and insight in a constructive manner

2) includes a two-way dialog rather than a one-way interaction like "speaker vs hearer"

3) builds a person's self esteem by making the other feel supported, conveyed confidence and trust

4) challenges the assumption and can disagree, not wanting to win an argument but on a helping tone

5) provides feedback and open up other alternative paths to reconsider using suggestions as option method

6) using the word "allow" - "if you allow me to..." makes the person feel secure and trusted

7) is not judgmental and does not provoke the other to frustrations

8) creates a safe environment of trust

9) clears distractions like mobile devices, laptops and making eye contact

10) restate issues to confirm correct understanding

11) observes non verbal cues like facial expressions, perspiration, respiration rates, gestures, posture, and numerous other subtle body language signals

12) empathizing and validates their feelings

13) never high jack the conversation to turn the real issue to something else

Source

5 Types of Organizational Structures

Were you ever curious what kind of organizational structure you have in your company? When companies get larger, they create more layers in hierarchy, for growth and development. People get more specialized in their skills in comparison to flat organizational structures, where one person can have different skill sets and responsibilities. However, we must define what kind of model your company has, and that is determined by your company's size, philosophy and function. Sometimes, your company actually combines a few of these together. It depends what will work in your group.

Functional
Organizations that group positions by similar roles follow a functional structure. The structure follows a hierarchical model that includes clearly identified roles, authority and promotional pathways. Employees in each department fill duties not covered elsewhere in the company, minimizing an overlap of tasks. You may divide work units by expertise, resources, skills and activities. For instance, your organization may include production, finance, human resources and marketing groupings.

Divisional
The divisional structure is defined by the grouping of departments and is particular to larger companies. The divisional structure follows a functional model within each division. Specialized departments help managers keep track of the products and activities the company develops. Your departments might distinguish between customer service, production and geographic location. Managers can focus resources and outcomes on their specific departments. The structure helps managers monitor performance more easily than some other models.

Matrix
The matrix structure combines the specialization provided by a functional structure and the focus provided by a divisional structure.Your employees would be part of teams that connect functional roles with divisional roles. Each employee belongs to at least two formal groups; one is a functional group, and the other is a project, product or program team. Your employees also report to two bosses -- a functional group boss and a team boss. The structure increases your employee motivation and allows training across functional areas.

Team
Team structures organize each function into an objective-based group. Members from each of your departments work together to solve problems and find opportunities. Your employees might be involved with product development teams or a diversity task force. The team structure can help remove barriers between departments and foster effective problem-solving relationships. It can also motivate employees and increase decision-making times.

Network
In a network structure, your organization would rely on other organizations to perform important roles. For instance, you may employee an accountant, website administrator or security personnel on a contractual basis. You reduce the overhead cost of your company's operations because you don't need to hire as many staff members. 

Read more : http://www.ehow.com/info_10015143_five-major-types-organizational-structures-business.html

Qualities of a Great Leader

I was inspired to put this article by Ritika Trikha in my blog as a reminder and a reference to me as well for others. I believe that when I was a leader in my previous company, these points were what drove me to lead and it was powerful. We all are leaders in our careers as well as in our personal lives in one way or another. We need to take charge or take lead in a situation at times. Though this article is reference to careers, we can still learn from it and apply it to our daily lives. One more thing I would like to add is appreciation. Appreciation is also key as it is a gratitude of receiving. 

1. Lead and Inspire by Example Rather than Dictating

The greatest leaders are down in the trenches with you. They see how the operation works and what hurdles their team is facing. This way, you don’t end up setting unrealistic goals. If you practice what you preach, you’ll create a strong, inspirational perception at work.

2. Create a Culture of Warmth, Not Fear
Studies show that people perform better when they feel loved. Encouraging others rather than instilling fear or domination will get you better results.

According to one Wharton School of Business survey of over 3,000 professionals across all sectors, “People who worked in a culture where they were free to express affection, tenderness, caring and compassion for one another were more satisfied with their jobs, committed to the organization and accountable for their performance,” according to Sigal Barsade and Olivia O’Neill, the researchers of the study, on Harvard Business Review.

Creativity, collaboration and morale is a lot higher when your team doesn’t dread hearing your feedback.

3. Maximize Time Efficiently by Avoiding Unproductive Busyness
Great leaders are wary of “unproductive busyness,” according to a 10-year study by Jeffrey Pfeffer and Robert Sutton. Shuttling from one meeting to another without actually making any innovative waves.

These researchers studied the habits of managers at big corporations, like Sony, LG Electronics and Lufthansa. “Fully 90 percent of managers squander their time in all sorts of ineffective activities,” the researchers wrote on Harvard Business Review (HBR). Yikes!

For further insight on maximizing time effectively, save this link to the full HBR article for a rainy day. It’s a lengthy read but definitely worth it for those of you dedicated to becoming great leaders.

4. Recognize Top Performers
The best way to reward and keep top performers motivated is to recognize them. Money is great, but, sometimes, “more than money, people want to be appreciated for their value and expertise. A word from the boss indicating her appreciation and esteem is more valuable than any amount of cash,” says Bob Mason, leadership development expert with over 35 years of leadership experience.

Make them feel valued. Give credit where it’s due. This will help build trust between you and your team. It also helps to really get to know your colleagues to understand what motivates them.

“Also, though it might seem counterintuitive, a new challenge is often a great form of recognition because it shows the boss has confidence in that person's ability to accomplish even more,” Mason says.

5. Establish a Clear Vision and Communicate it Well
Your vision should be consistent in every goal and achievement you make.
“Great leaders set direction with their senior team or other leaders (tapping into their perspective and position) and then communicate that direction with passion and commitment, helping those responsible for executing understand where they fit, and how they fit,” says Christine Chopyak, strategy and management consultant of Alchemy: The Art of Transforming Business.

6. Listen with Intent and Respect
“Great leaders are present. They give all their associates 100 percent attention so that it feels like that associate is the only person in the room,” says Patrick Malone, senior partner of The PAR Group.

This means putting away your smartphone, making effective eye contact and making others feel heard.

It’s also important to “demonstrate respect for all other points of view. Respect doesn’t mean agree but rather simply respect other’s right to a different point of view than their own at this moment in time,” Malone says.

7. Avoid the Perfectionist Trap
One of the biggest downfalls of great leaders is an inability to trust the team to carry out their vision. This is particularly common among perfectionists. The old saying “if you want anything done right, you have to do it yourself” comes to mind.

But this is exactly the kind of mentality that can burn you out and limit your team’s success. You can’t do everything.

“The key to delegation is identifying the strengths of your team, and capitalizing on them. Find out what each team member enjoys doing most. Chances are if they find that task more enjoyable, they will likely put more thought and effort behind it,” says Tanya Prive of Forbes.

Source: By Ritika Trikha

I also like to add that when you get a team of high quality people working together, the best form of leadership is everyone is a leader within their capacity and strength, then the quality of progress gets better and more productive.

Think Different Ads

http://creativecriminals.com/print/apple-think-different

In memory of Steve Jobs we would like to share the story of one of the most successful campaigns in the history of advertising. It’s the story of Apple’s ‘Think different’ campaign. We are not only talking about an original idea or a beautiful ad, the campaign actually worked, and how… During the 90’s Apple was in a crisis, and with only one campaign they have managed to climb out of this slump. Steve Jobs once said: “It only took 15 . . . 30 . . . maybe 60 seconds to re-establish Apple’s counter-culture image that it had lost during the 90s”.

Over Fifty and Laid Off

I am so compelled to write this as I see so many people being laid off. The working culture is changing, and it is not what it use to be when our parents had the same job for over 35 years and had a pension till death do us part. No matter what age you are, you got to have passion, add value, performance, be flexible to changes and be liked. That sounds easy but hard too. Fight back as you have every right to do so.

{ Everything is in the attitude.
Nothing is impossible } 

Here are some things that will propel you forward:

Personal Check List
1) Ok Spill all you want, but set a time limit and get over it.

2) Accept the position you are in and reflect your strength and your weakness

3) Realize that time is limited.

4) Find your passion. Live it, implement it and make it happen

5) Make sure that whatever you do, it impacts others positively. Because there are more people that will be more receptive to what you are doing and perhaps act on your cause

6) You cannot start anything well if your internal well-being is hurting. You need to decide on the change within and create positive changes. Get rid of the words: no, cannot, deny, not, anything negative. And stay away from people of that nature as well.

7) Never let yourself go. Be healthy mind, body and spirit.

8) Re-brand your personal self. Exterior and interior.

9) Invest in yourself. Re-educate, update your skill, go to school

{ Re-define Who You Are. 

What Are You Waiting For? }

Business Check List
1) At this stage, you got your niche and your idea

2) Share it with trusted reliable people to brainstorm what it could be, the possibilities, short term and long term vision

3) Do a little test market with friends, family and strangers

4) Define your business plan

5) Create a business name and set up a company

6) Get your vendors in line

7) Form a marketing plan

8) Set a budget for your business

9) Start the social media to get awareness and liked minded friends

10) Minimum tools to start: A website, a business card, your product/service, PPT Show, a brochure etc.

11) Expand your business net-work meeting and social gatherings

12) Get the word of your business out

13) Move your leads and sales

14) Manage your business

15) Every 3 years, evaluate your brand

16) Get VC or angel investing if you have to

17) Market, build your business and your brand consistently

{ Your Brand Matters.

Personal or Business }

Employment Check List
1) Don’t wait to be called on, get your feelers out there and net work. It pays to know people who are already in the company, who can put in the good word for you.

2) Upgrade your skills and more. Increase your value and keep up to date with today’s technology and relating affairs

3) Make sure your resume stands out from the crowd in visual and content.

4) It needs to be able to populate to other employment browser sites

5) Aligned yourself to the market and specific trends that you want your career path to be

6) Get your personal website up and include your CV, portfolio, achievements and your niche. Things that will make you stand out from the rest of the crowd

7) Know your company that you are interviewing with

8) Be alert and prepared in your interview. Mirror your interviewer to connect in some level

9) Dress appropriately and professionally

10) Have the right attitude with people

11) Be confident in what you do and exude the attitude of flexibility. Show the ability to take the bull by the horns and solve problems

12) Bring value to the company you are interviewing with, show the “how to” in creative methods and possibilities

13) Be fascinating, match with humility, people will want to get to know you

14) Put yourself in hiring manager’s shoes: what kind of employees do you want to hire? I think it all boils down to attitudes, fitting into the company’s culture and the ability to do what they want

15) Never work for someone you do not respect

16) Remember: No is never No. My president that I have always respect, once said: Perseverance and Persistence will get you a long way. So keep pushing and trying… Try different methods if one way does not work

{ Age has nothing to do with the 

ability to work well and smart }

Redesigning the Workplace

The power of pull. Different levels and more.

Lee Kuan on Leadership

Leadership Lessons

1. Say It As It Is

One of Lee’s most obvious qualities is that he is a no nonsense person and he says things as it is. He is not afraid to be blunt about certain truths and he often gets on people’s nerves for doing so.

However, because of his approach, he manages to get things done.

Honesty with Tact
As a leader, the best thing you can do for your team is probably to say it as it is. It might hurt a few people, ruffle a few feathers, but to frame things as they are and allowing your team to face the truth is probably the best favour you can do for them.

Although some might be offended or feel uncomfortable, you will gain a lot of respect for doing so.

2. Plan Your Leadership Succession

Lee planned for the people that will take over him years before he actually stepped down as Prime Minister. He saw the importance of raising up the next generation of leaders to lead the nation.

Humility For the Good of Others
The saying goes, there is no success without a successor. As a leader, your organization must transcend you and you must be humble enough to acknowledge that.

If your organization is indispensable without you, then you have failed as a leader. You must strive to create an organization that can survive without you, and that is a sign of your success as a leader.

3. The Power Of Tenacity

Lee had gone through his toughest period when Malaysia chose to separate itself from Singapore.

However, he never gave up and he strengthened his resolve and still believed that he could change Singapore and make it into what it is today.

A leader must have this resolve to just press on no matter how difficult the circumstances. In fact, it is this quality that separates the good from the excellent. Everyone can lead well when circumstances are favourable, but it is the times of adversity that really distinct you as a leader.

Perseverance and Persistence Goes a Long Way
And when you choose to press on, you can really grow as a person, and make a real difference in whatever you’re doing.

Understanding Your Communication Style

Good communication skills require a high level of self-awareness. Understanding your personal style of communicating will go a long way toward helping you to create good and lasting impressions on others. By becoming more aware of how others perceive you, you can adapt more readily to their styles of communicating. This does not mean you have to be a chameleon, changing with every personality you meet. Instead, you can make another person more comfortable with you by selecting and emphasizing certain behaviors that fit within your personality and resonate with another. There are three basic communication styles:

• Aggressive
• Passive
• Assertive

Elements of the Aggressive Style

1. Mottoes and Beliefs
   • "Everyone should be like me."
   • "I am never wrong."
   • "I've got rights, but you don't."
     
2. Communication Style
   • Close minded
   • Poor listener
   • Has difficulty seeing the other person's point of view
   • Interrupts
   • Monopolizing
     
3. Characteristics
   • Achieves goals, often at others' expense
   • Domineering, bullying
   • Patronizing
   • Condescending, sarcastic
     
4. Behavior
   • Puts others down
   • Doesn't ever think they are wrong
   • Bossy
   • Moves into people's space, overpowers
   • Jumps on others, pushes people around
   • Know-it-all attitude
   • Doesn't show appreciation
     
5. Nonverbal Cues
   • Points, shakes finger
   • Frowns
   • Squints eyes critically
   • Glares
   • Stares
   • Rigid posture
   • Critical, loud, yelling tone of voice
   • Fast, clipped speech
     
6. Verbal Cues
   • "You must (should, ought better)."
   • "Don't ask why. Just do it."
   • Verbal abuse
     
7. Confrontation and Problem Solving
   • Must win arguments, threatens, attacks
   • Operates from win/lose position
     
8. Feelings Felt
   • Anger
   • Hostility
   • Frustration
   • Impatience
     
9. Effects
   • Provokes counter aggression, alienation from others, ill health
   • Wastes time and energy over supervising others
   • Pays high price in human relationships
   • Fosters resistance, defiance, sabotaging, striking back, forming alliances, lying, covering up
   • Forces compliance with resentment
     

Elements of the Passive Style

1. Mottoes and Beliefs
   • "Don't express your true feelings."
   • "Don't make waves."
   • "Don't disagree."
   • "Others have more rights than I do."
     
2. Communication Style
   • Indirect
   • Always agrees
   • Doesn't speak up
   • Hesitant
     
3. Characteristics
   • Apologetic, self-conscious
   • Trusts others, but not self
   • Doesn't express own wants and feelings
   • Allows others to make decisions for self
   • Doesn't get what he or she wants
     
4. Behaviors
   • Sighs a lot
   • Tries to sit on both sides of the fence to avoid conflict
   • Clams up when feeling treated unfairly
   • Asks permission unnecessarily
   • Complains instead of taking action
   • Lets others make choices
   • Has difficulty implementing plans
   • Self-effacing
     
5. Nonverbal Cues
   • Fidgets
   • Nods head often; comes across as pleading
   • Lack of facial animation
   • Smiles and nods in agreement
   • Downcast eyes
   • Slumped posture
   • Low volume, meek
   • Up talk
   • Fast, when anxious; slow, hesitant, when doubtful
     
6. Verbal Cues
   • "You should do it."
   • "You have more experience than I do."
   • "I can't......"
   • "This is probably wrong, but..."
   • "I'll try..."
   • Monotone, low energy
     
7. Confrontation and Problem Solving
   • Avoids, ignores, leaves, postpones
   • Withdraws, is sullen and silent
   • Agrees externally, while disagreeing internally
   • Expends energy to avoid conflicts that are anxiety provoking
   • Spends too much time asking for advice, supervision
   • Agrees too often
     
8. Feelings Felt
   • Powerlessness
   • Wonders why doesn't receive credit for good work
   • Chalks lack of recognition to others' inabilities
     
9. Effects
   • Gives up being him or herself
   • Builds dependency relationships
   • Doesn't know where he or she stands
   • Slowly loses self esteem
   • Promotes others' causes
   • Is not well-liked

Elements of the Assertive Style 

1. Mottoes and Beliefs
   • Believes self and others are valuable
   • Knowing that assertiveness doesn't mean you always win, but that you handled the situation as effectively as possible
   • "I have rights and so do others."
     
2. Communication Style
   • Effective, active listener
   • States limits, expectations
   • States observations, no labels or judgments
   • Expresses self directly, honestly, and as soon as possible about feelings and wants
   • Checks on others feelings
     
3. Characteristics
   • Non-judgmental
   • Observes behavior rather than labeling it
   • Trusts self and others
   • Confident
   • Self-aware
   • Open, flexible, versatile
   • Playful, sense of humor
   • Decisive
   • Proactive, initiating
     
4. Behavior
   • Operates from choice
   • Knows what it is needed and develops a plan to get it
   • Action-oriented
   • Firm
   • Realistic in her expectations
   • Fair, just
   • Consistent
   • Takes appropriate action toward getting what she wants without denying rights of others
     
5. Nonverbal Cues
   • Open, natural gestures
   • Attentive, interested facial expression
   • Direct eye contact
   • Confident or relaxed posture
   • Vocal volume appropriate, expressive
   • Varied rate of speech
     
6. Verbal Cues
   • "I choose to..."
   • "What are my options?"
   • "What alternatives do we have?"
     
7. Confrontation and Problem Solving
   • Negotiates, bargains, trades off, compromises
   • Confronts problems at the time they happen
   • Doesn't let negative feelings build up
     
8. Feelings Felt
   • Enthusiasm
   • Well being
   • Even tempered
     
9. Effects
   • Increased self-esteem and self-confidence
   • Increased self-esteem of others
   • Feels motivated and understood
   • Others know where they stand

Clearly, the assertive style is the one to strive for. Keep in mind that very few people are all one or another style. In fact, the aggressive style is essential at certain times such as:

• when a decision has to be made quickly;
• during emergencies;
• when you know you're right and that fact is crucial;
• stimulating creativity by designing competitions destined for use in training or to increase productivity.

Passiveness also has its critical applications:

• when an issue is minor;
• when the problems caused by the conflict are greater than the conflict itself;
• when emotions are running high and it makes sense to take a break in order to calm down and regain perspective;
• when your power is much lower than the other party's;
• when the other's position is impossible to change for all practical purposes (i.e., government policies, etc.).

Remaining aware of your own communication style and fine-tuning it as time goes by gives you the best chance of success in business and life.

Leadership Styles

I had this for a while and I thought of sharing this with you. It is important for leaders to lead to recognised their styles.

Charismatic Leadership
Charismatic Leadership is one of the modern leadership styles in the changing world. In this kind of leadership, the leader uses charm to get the admiration of their followers. They show concern for their people and they look after their people's needs. They create a comfortable and friendly atmosphere for their followers by listening to them and making them feel that they have a voice in the decision making. Famous examples of charismatic leaders are Winston Churchill, Bill Clinton, Mother Teresa and Adolph Hitler.

Participative Leadership
This kind of leadership is usually seen in corporate settings. Leaders act more like facilitators rather than dictators. They facilitate the ideas and the sharing of information with the end goal of arriving at a decision. The final decision ultimately rests on the leader but all considerations and factors of a decision come from the collective mind of the group under this leadership. A famous example of a participative leader is Donald Trump.

Situational Leadership
In situational leadership, three factors affect the leader's decisions: the situation, the capability of the followers and the capability of the leader. The leader adjusts to whatever limitation is laid out in front of him by his subordinates and the situation itself. Adaptability is key here. The leaders need to be as dynamic as the different situations they are faced with. A famous example of this leadership style is Dwight Eisenhower.

Transactional Leadership
In this kind of leadership, a clear chain of command is established. The leader motivates his subordinates by presenting them rewards and punishments. All requirements for a subordinate are clearly stated with corresponding rewards. If they fail to satisfy those requirements, they will receive a corresponding punishment. A couple of famous examples of transactional leaders are Joseph McCarthy and Charles de Gaulle.

Transformational Leadership
Transformational leaders lead by motivating by their followers. Leaders appeal to their followers' ideals and morals to motivate them in accomplishing their tasks. Basically, these kinds of leaders empower their followers using their own beliefs and personal strengths. Simply put, they inspire their followers. Famous transformational leaders include Martin Luther King Jr. and Walt Disney.

The Quiet Leader
The quiet leader leads by example. They do not tell people what to do. They do not force people to do things that they are not willing to do. They do not give loud speeches, sweeping statements and clear cut orders. They do what needs to be done, inspiring their followers to do the same. Famous examples of the Quiet Leader are Rosa Parks, King George VI, Abraham Lincoln and Woodrow Wilson.

Servant Leadership
In servant leadership, the leader takes care of the needs of his followers first before they take care of their own. Instead of acting like a king to their subordinates, leaders act as servants. The leader feels that they need to serve their followers rather than force upon them what they want. Famous examples of servant leaders include George Washington, Gandhi and Cesar Chavez.

For more detail of the styles go here: For more detailed descriptions of each method, be sure to check out Bright Hub's collection of articles that analyze all leadership styles.

Read more...