The Glasers
  • Courses
    • All Courses
    • BreakThrough Conflict
    • Hardwiring Teamwork
    • Persuasion & Influence
  • Ways to Learn
    • All Learning Options
    • Hybrid Learning System
    • Self-paced video
    • Live Virtual
    • In-Person Seminar
  • Trainer Training
  • Testimonials
    • Testimonials on Virtual Learning
    • Written Testimonials
  • About the Glasers
    • About the Glasers
    • Communication Capsule Blog
    • Published Research
    • Learning Products
  • Contact

Beating the Fear of Failure

2/26/2019

2 Comments

 
Picture
Our fear of failing can be a catalyst for inaction. Writing in the Harvard Business Review Susan Peppercorn, author of Ditch Your Inner Critic at Work, offers these strategies for overcoming self-doubt and recrimination in order to move on:
 




Redefine failure: “By framing a situation you’re dreading differently before you attempt it, you may be able to avoid some stress and anxiety,” she counsels.  If we define failure as anything short of perfection, we are undermining ourselves. This is how perfect becomes the enemy of good. So, consider what would be an acceptable if not perfect outcome.
 
Set approach goals (not avoidance goals): With approach goals, we are motivated by wanting to achieve a positive outcome; with avoidance goals we just want to avoid an adverse one. Says Peppercorn, “While developing an avoidance goal is a common response to a perceived failure, it’s important to keep in mind the costs of doing so. Research has shown that employees who take on an avoidance focus become twice as mentally fatigued as approach-focused colleagues.”  (https://bit.ly/2DgEpym)
 
Focus on learning: Things don't always work out the way we hope, but if we accept that we extract the most value out of any experience, no matter the outcome, it is the learning that boosts us even when the outcome doesn’t. (Tweet it!)

 
Has a perceived failure at work ever made you reluctant to step into a similar situation or set new goals? How did you break out of your resistance? To join the conversation, click "comments" above.
 
If you would like to learn more about creating a habit around masterful communication, check out our online learning programs. 
 

2 Comments

Leading Change through Empathy

2/19/2019

2 Comments

 
Picture
“I’ve observed the same thing time and time again: how information is communicated to employees during a change matters more than what information is communicated.” So says communication consultant Patti Sanchez, coauthor of Illuminate, writing in the Harvard Business Review.
 



A lack of empathy when conveying news about organizational transformation can cause it to fail, says Sanchez. But the following strategies can help a leader relate to employee perspectives.
 
  • Profile Your Audience at Each Stage: Interview individual employees during each phase to gain perspective on typical mindsets. Ask questions designed to uncover beliefs, feelings, questions, concerns.  Continually reconnect with your audience throughout the journey. 
  • Tell Employees What to Expect: The more informed your people are, the more they’ll be able to deal with discomfort. (Tweet it!) It will also help you build credibility and enhance trust.
  • Involve People at all Levels: A transformation won’t succeed without broad involvement. Be sure to share details relevant to each department.



Leaders who express genuine empathy for everyone involved will enable employees to feel valued and be inspired to help their initiative succeed.

Have you ever been through an organizational change and, if so, do you feel your leader showed empathy throughout the process? How so? To join the conversation, click "comments" above.
 
If you would like to learn more about creating a habit around masterful communication, check out our online learning programs. 

2 Comments

Blending Humility and Ambition

2/12/2019

1 Comment

 
Picture
Much has been written lately about the virtue of humility in leaders, and about how those who are sincere, modest and unpretentious tend to inspire the best performance in others. But we bet you can think of plenty of leaders who do not fit that description. Writing in the Harvard Business Review, Bill Taylor, cofounder of Fast Company, asks: If humility is so important, why are so many leaders today, especially our most famous leaders, so arrogant? (https://bit.ly/2RJfxaf’).
 
Taylor notes that many who head up companies are, not surprisingly, competitive and ambitious. But do these traits preclude humility? According to Taylor,” humility in the service of ambition is the most effective and sustainable mindset for leaders who aspire to do big things in a world filled with huge unknowns.” Years ago, HR professionals at IBM coined a term to describe this combination of traits: humbition.

The “humbitious” focus on their work, not themselves. Tåhese leaders seek success but feel fortunate, rather than omnipotent, when it arrives. Additionally, such leaders ask rather than tell. Says Taylor, “The most effective business leaders don’t pretend to have all the answers; the world is just too complicated for that. They understand their job is to get the best ideas from the right people, whomever and wherever those people may be.”
 
Do you think of yourself, or anyone you work with, as “humbitious”? Do you think it makes one stronger to admit to not having all the answers, and can you give an example? To join the conversation, click "comments" above.
 
If you would like to learn more about creating a habit around masterful communication, check out our online learning programs. 

1 Comment

Post-Interview: Why You  Didn't Get the Job

2/5/2019

0 Comments

 
Picture
You thought you nailed that interview but then you get the news that the company “went another way.” Don’t tear up your résumé and eat a gallon of ice cream yet. Forbes Contributor and career coach Adunola Adeshola says there are several types of interviewees who struggle to get a job offer (https://bit.ly/2M8rHUZ):
​
​
  1. The Overqualified – If you more than meet the qualifications and experience needed, the interviewer may think you won’t be fulfilled – and may fear they cannot compensate you fairly or that you might leave for a more fulfilling offer.
  2. The Rambler – Irrelevant stories and unnecessary details won't help you. Interviewers want a concise account of how you can meet their needs and fit into their culture.
  3. The Ill-Prepared – Being qualified is not enough if you have not also done your research. Instead of winging it, know your potential employer and identify the specific strengths, qualities and experiences that make you the right candidate.
  4. The Almost Perfect – Despite checking all the boxes, perhaps you did not express enough enthusiasm for the job or organization. Employers want people who want them. (Tweet it!)
Do you feel you might have missed the mark in any of the above ways? What can you do to remedy the situation? To join the conversation, click "comments" above.

If you would like to learn more about creating a habit around masterful communication, check out our online learning programs. 

0 Comments

    RSS Feed

    Archives

    March 2023
    February 2023
    January 2023
    December 2022
    November 2022
    October 2022
    September 2022
    August 2022
    July 2022
    June 2022
    May 2022
    April 2022
    March 2022
    February 2022
    January 2022
    December 2021
    November 2021
    October 2021
    September 2021
    August 2021
    July 2021
    June 2021
    May 2021
    April 2021
    March 2021
    February 2021
    January 2021
    December 2020
    November 2020
    October 2020
    September 2020
    August 2020
    July 2020
    June 2020
    May 2020
    April 2020
    March 2020
    February 2020
    January 2020
    December 2019
    November 2019
    October 2019
    September 2019
    August 2019
    July 2019
    June 2019
    May 2019
    April 2019
    March 2019
    February 2019
    January 2019
    December 2018
    November 2018
    October 2018
    September 2018
    August 2018
    July 2018
    June 2018
    May 2018
    April 2018
    March 2018
    February 2018
    January 2018
    December 2017
    November 2017
    October 2017
    September 2017
    August 2017
    July 2017
    June 2017
    May 2017
    April 2017
    March 2017
    February 2017
    January 2017
    December 2016
    November 2016
    October 2016
    September 2016
    August 2016
    July 2016
    June 2016
    May 2016
    April 2016
    March 2016
    February 2016
    January 2016
    December 2015
    November 2015
    October 2015
    September 2015
    August 2015
    July 2015
    June 2015
    May 2015
    April 2015
    March 2015
    February 2015
    January 2015
    December 2014
    November 2014
    October 2014
    September 2014
    August 2014
    July 2014
    June 2014
    May 2014
    April 2014
    March 2014
    February 2014
    January 2014
    December 2013
    November 2013
    October 2013

    Categories

    All
    BreakThrough Conflict
    Children & Young Adult
    Communication
    Community Of Practice
    Hardwiring Teamwork
    Leadership
    Persuasion And Influence

Communication Capsule Blog
Published Research
Press/Media Resources
Organizational Culture Survey
III Survey
Resources
CoreSkills
Glaser & Associates, Inc.
Executive Offices
1740 Craigmont Avenue, Eugene, OR 97405
541-343-7575 | 800-980-0321
info@theglasers.com
Privacy Policy | Terms & Conditions
© 2019 Glaser & Associates.  All Rights Reserved.
  • Courses
    • All Courses
    • BreakThrough Conflict
    • Hardwiring Teamwork
    • Persuasion & Influence
  • Ways to Learn
    • All Learning Options
    • Hybrid Learning System
    • Self-paced video
    • Live Virtual
    • In-Person Seminar
  • Trainer Training
  • Testimonials
    • Testimonials on Virtual Learning
    • Written Testimonials
  • About the Glasers
    • About the Glasers
    • Communication Capsule Blog
    • Published Research
    • Learning Products
  • Contact