To Err is Human – So Be Human

People from all walks of life are apt to be caught up in catastrophizing at some point in time.  Even those of us who think we know better end up doing it often without being conscious of it. Speaking for myself I end up thinking I could have or should have done something differently.  Pretending that what I could have or should have done is not bothering me is counterproductive.

Two methods work when I have erred.  The first focuses on accepting that I made a mistake and to be aware of my inner monologue. Focusing on self-acceptance and allowing my humane side to show through accepting I made a mistake is a far better way to go. Treating myself with respect is essential to saying out of making the situation worse.

The second area that works is to give myself some perspective. I remind myself I am the same person I was yesterday – and that has me level out.  Seeing myself clearly and with compassion allows the human side of me with all of its imperfections to show up without the self-loathing judgement that catastrophizing causes.

What methods work for you when you make a mistake?  Do let me k now as I am genuinely interested.

Need greater clarity – contact me to discuss.

Business Transition Specialist, Marie-Helene Sakowski at info@effectiveplacement.com.

 

Ingredients for Making Decisions

Many consultants and change agents know the value of asking good questions.  While the value of the art is known the doing of asking a good question is not always straight forward.

Stepping back from the immediate situation and evaluating the impact of your actions and decisions beyond what is currently known is a challenge.  A suggestion to incorporate a higher level thinking in making decisions is to ask yourself the following:

  1. What will my feelings about this situation and this course of action be in 10 minutes?
  2. What will my feelings be about this situation and this course of action be in 10 months?
  3. What will my feelings be about this situation and this course of action be in 10 years?

Mastering the process takes time and may not be applicable to all situations.  Try it over a period of time and track the quality of decisions you have made as a result.

At the very least it will prove to be illuminating.

Need greater clarity – contact me to discuss.

Business Transition Specialist, Marie-Helene Sakowski at info@effectiveplacement.com

 

Elements for Success

The following are aspects that lead to success in business and in life.

  1. Turn Struggles Into Opportunities
  2. Always Learning
  3. Perseverance
  4. Carving Your Own Path
  5. Persuasion and Negotiation

Need more information?  Contact me to discuss.

Business Transition Specialist – Marie-Helene Sakowski at info@effectiveplacement.com.

What Highly Sensitive People Bring to Business

The characteristics of a Highly Sensitive Person (HSP) have been discussed and researched in depth over the past few decades.  Dr. Elaine Aron is the Psychologist who first identified the trait and pioneered the research of people who are HSP’s.

Based on Dr. Aron’s work HSP’s bring the following to business:

  1. Deep thinking – the ability to approach a situation from many perspectives and develop solutions to circumstances that are outside of the business norm.
  2. Capacity for trailblazing – they have a predisposition for innovation and seeing situations clearer and from varying perspectives.
  3. Attuned to details that are not visible to others, they see the voids and gaps that others overlook.
  4. Leadership ability that allows others to bring their best to the table avoiding the command and control scenarios found in many businesses.

Curious about other HSP traits?  Contact me to discuss.

Business Transition Specialist – Marie-Helene Sakowski at info@effectiveplacement.com.

 

Soft Skills from a Liberal Arts Perspective

It turns out that people with an Arts degree may have the right type of soft skills to succeed in areas that are uncertain and murky.  That being the case – here are the soft skills that people with a Liberal Arts education tend to have:

  1. Being curious and willing to try new things.

It is speculated about 70 % of working people want to be told what to do and do that over and over again.  Enter the need for curiosity, and the ability to make up the rules as you along, a strong characteristic of Arts grads.

  1. Decoding or analytic skills.

Unpacking systems and processes are what Arts graduates are generally better at than others.  Using critical thinking skills developed during the degree courses is invaluable in terms of putting all of the puzzle pieces together into a logical framework.  It is also valuable when it comes to unearthing details overlooked by others.

  1. Reading people and communicating.

Having empathy and being able to see people as they are is a skill that Arts graduates have in spades.  Focusing on what others want and need and then being able to communicate that clearly is hugely beneficial.

Need greater clarity – contact me to discuss. Business Transition Specialist, Marie-Helene Sakowski at info@effectiveplacement.com.

Engaging Leaders When They are Resistant

Working as an agent of change the most common factor that I run into is resistance to change. Not surprisingly it typically comes from the leaders in a group or business.  The issue of resistance is an aspect that receives a lot of attention pointed with an equal amount of recommendations for mitigation.

Here are some of the best tools I found to work with leaders when resistance shows up.

  1. Ask questions that educate. Focus on the questions that will cause the leaders to think differently and to embrace other points of view.
  2. Find out what the pain points are and put processes in place for reduction of those points. Engage leaders in a one-to-one discussion as to what they are feeling.  Ask questions to assist in the identification what is bothering them. Provide support for the leaders to articulate resolution.
  3. Take a stand and be influential not pushy. Suggest options that serve the process and allow the leaders to make the choices as to what action steps they are willing to take.
  4. Model good change leadership to the stakeholders. Ensure that your behavior models good change process. Engage leaders in a feedback process, ensure they agree, and then deliver.

Need greater clarity – contact me to discuss.  Business Transition Agent, Marie-Helene Sakowski at info@effectiveplacement.com

 

Authentic Self Promotion – The Foundation

Authentically promoting yourself involves being generous, trustworthy, present, open minded and adaptable.  These traits however are all offshoots of the following areas:

The first is to focus on clearing obstacles or embracing challenges in your life.  Being meek and quiet and not taking the risks necessary to address the challenges in life is not the foundation for authenticity.  It is often what keeps people stuck.

The second area is to be accepting of yourself and others.  Yes just accepting people as they are rather than having the agenda of changing them.

The third is to express yourself genuinely – that is not permission to cause a scene or be intentionally disruptive.  It is permission to speak from within and be clear as to your opinion or feelings about a project or process.

Authentic self -expression takes practice.  Let me know how you are doing in that area.  I am genuinely interested.

Need greater clarity – contact me to discuss. Change Agent, Marie-Helene Sakowski at info@effectiveplacement.com

Team, Management & Leadership

In about 2007 or so and since then one of the major trends in business has been leadership development. An important trait, however what about the areas of team and management development?  These two areas seem to have been given less attention in the business writings primarily on leadership.

During the late 90’s I was part of a training program that defined leaders as being the ones who made the call regarding the direction the business was taking.  Managers and by extrapolation – management had at its core the ones who stood for a particular outcome and took it on to have it happen.  Management or managers is where the rubber hit the road so to speak.  Leaders were the ones who said yes we are going in the right direction to accomplish our goals. Or stop we need to change directions because we are down a rabbit hole.

Team is what it took and still takes to have it all come together.  Without teams the accomplishment factor dwindles considerably.

Which of the above areas need to be tweaked in your business?

Need greater clarity – contact me to discuss. Business Change Agent, Marie-Helene Sakowski at info@effectiveplacement.com