Way.ca.tion: A rest for the mind; an unconventional method of escaping the moment and returning refreshed and better than before.

Thursday, June 30, 2016

People Skills Are Paramount For Leaders

Managing conflict is a key part of managing a department. As a person moves up in a company I believe "people skills" are paramount.

Recently, I had an incident at LAX where I was treated rudely by a ground agent.  As I sat and waited for my turn I was able to see that the few travelers before me had caused the ground agent a good deal of stress.   Stress can be a pre-cursor to anger and by time it was my turn to be served the ground agent was short and terse with me to say the least.

The ground agent said enough inappropriate things to me where I could have easily been baited into an argument however I never took the bait.  I ask for a Supervisor.

The Supervisor came over to mediate the situation between the ground agent and myself.  The Supervisor listened attentively, gave each of us the space to speak then said to the ground agent to put me through immediately and then wished me a safe journey.  Problem solved.

A key part of managing conflict and difficult situations requires skill in problem-solving, stress tolerance, active listening, empathy and emotional expression.  This supervisor exhibited all of these skills and the ground agent exhibited none. 

We live in a different world where inappropriate behavior happens any place and anytime the trend is worsening everyday.  For businesses especially businesses whose front-line is to serve the public there is a need to train staff and hire with an eye for "high people skills". 

Yacine Bell, Anger Management Institute, LLC specialist in impulse control and "people skills".

The Advantages of An Assessment Tool

   The assessment tool I use is like a GPS System except for behavior.  A Behavior GPS System if you will!  Essentially, an EQ assessment identifies a persons level of functioning in their environment and the world at large.  The assessment profile of a client is an accurate view of their ‘people skills including’  their strengths and challenges in interpersonal and intra personal relationships.  Using an assessment is a great tool and a solid predictor of success; takes the guess work out of helping a client move forward; and allows me to offer a highly customized process.
I often tell a potential client that a person really adept at behavior management and impulse control will eventually come to know what I know however it may take them as much as 6 or 7 weeks to come to know what I know on day 1 of working with a new client.

 Having the assessment allows me to understand what is going on with a person specifically. This accurate assessment assist me to identify and create a course of action specifically on the issues which thereby allows me to help manage and improve behavior quickly and thoroughly.

The Anger management Institute is an evidence based process with a pre-and post assessment.  The process is relatively quick and thorough with excellent results.

Anger management Institute, LLC specializing in "people skills" and impulse control.

Friday, June 24, 2016

A Look At Doing The Job And Work Styles

Good work cannot be limited to just doing the job. Sounds strange because that's what an employer wants right?

  I have a client who is brilliant at his job however he is rather like a bad virus that infects his unit as a result of his bad temperament. No one really wants to work with him.  John is exceptionally qualified to be a project lead however he's always passed over for team leader positions.  John is chosen for projects (because he's going to do his job) although he is most often chosen last or by default because there is so much emotional territory that come with working with him.

Why last to be chosen and/or by default if he's good??  John lacks interpersonal skills, low impulse control,and poor empathy.  This combination of behavior's creates a personality with a work style that is a challenge to work with even though he does the actual assignments well.

My client John is working on his emotional intelligence with emphasis on his temperament and interpersonal skills because he wants to be considered for leadership positions in a company and because he wants friendlier workplace relationships.  What we are doing now is working on the style at which he does his job and his emotional intelligence.

What John knows now is what employers should be more aware of when hiring prospective employees and that is that interpersonal skills, resourcefulness, creativity and empathy should be as much of a consideration as ability.

John is once again looking for a new job as he wasn't rehired however I am hopeful that whoever hires John will consider his ability to do the job and the style at which he completes his work!

Anger Management Institute, and emotional intelligence based practice 510.393.0250