Happy Thanksgiving!

We are grateful for our clients, associates and friends.

Wishing you and your loved

ones a Happy Thanksgiving!

Jim

Connect with us on LinkedIn and join our Active Network Program.

25 Hits
0 Comments

Where to Next? The Fastest Route to Career Advancement

Are you looking to be promoted?

If getting a promotion is important to you, then it is time to sit down and ask yourself what you can be doing to actively advance your career. Here are some suggestions.

Regain Career Momentum

Define what success looks like to you. Once you have established the main target, break it down into smaller achievable steps and goals. Implement a workable system that will increase your technical and emotional skillsets needed to move from one step to the next.

Manage Up

Managing up means that you go above and beyond the tasks outlined in your job description. You continuously go the extra mile. Your job is to make your immediate manager’s life easier. Learning to effectively "manage up" can put you in a great position to align with your immediate supervisor, integrate effectively with the organizational culture, receive great recommendations, and ultimately help you on board effectively.

Help your stakeholders recognize your ability to build and lead a high-performing team that goes above and beyond the call of duty. Leading well on a small scale shows initiative and ability. Report team successes to your direct supervisor, giving credit to both the team and team members. As their leader, their success is your success. Consistent progress in leading a high-performing team will show that you are able to graduate to more responsibility.

Build Your Network

Networking/connecting is essential to your success both while gainfully employed and in transition. Networking with a purpose is a vital component of anybody's career success but is often terribly neglected.

Ask Questions / Survey Your Surroundings

•Have I asked my immediate superior what it takes to get to the next position?

•How has this organization historically handled promotions?

•Do they generally promote from within or seek externally?

•What is the general time-frame for people to get promoted within the organization?

•Is the person you report to going anywhere?

•Does the person you report to have a history of mentoring his/her direct reports?

By defining your goals, developing a strategy, and become intentional about executing your plan, you can increase your chances of advancement immeasurably.

Here's to your success!

Jim

Connect with us on LinkedIn and join our Active Network Program.

61 Hits
0 Comments

The Man in the Mirror

A courageous person takes an honest look at who they are. A powerful person acknowledges their weaknesses and strengths then understands how to use them both successfully.

Leadership involves building and maintaining a high-performing team. Anything that detracts from your ability to build a team also detracts from your performance as a leader. Behavior impacts performance.

Personality assessments are designed to measure traits/behaviors that are part of an individual’s make up. Organizations attempt to utilize these to assess both fit and performance in certain positions but the real value is that an individual can get real insight into their strengths, potential areas of opportunity, and motivators.

It is good to be able to understand, articulate and utilize your strengths. Think of these as the gas pedal in a car. When utilized properly, they will move your leadership forward. However, it is also important to understand when you’re putting your foot on the brake and negatively impacting your leadership journey. An effective assessment can help you understand what is propelling your journey and what is holding you back.

What Inhibits Your Success?

To help you understand your strengths and motivators as well as identify your risk factors, Wiederhold & Associates offers The Hogan Leadership Forecast Series. Through the series, you will receive a report designed to help you develop as a leader.

It will provide insights about your behavior and traits that showcase strengths as well as behaviors and traits that could potentially undermine or inhibit your performance. And if you’re committed to being the best leader you can be, we will help you determine the best way to enhance your awareness and make impactful change.

If you’re in transition, a seasoned executive looking to take your performance to the next level or a leader who is ready to get off the hamster wheel, the HOGAN LEADERSHIP FORECAST SERIES may be your next step to finding true success.

Learn more about Wiederhold & Associates

HOGAN LEADERSHIP FORECAST SERIES

Here's to your success,

Jim

Connect with us on LinkedIn and join our Active Network Program.

149 Hits
0 Comments

Hire Employees with Longevity

Studies show that an average of 50% of newly hired executives not appropriately onboarded, either quit or were fired within their first three years.

A successful onboarding program accelerates the executive’s breakeven point on the investment the organization has made in talent acquisition and retention, as well as, aligns behavioral changes with organizational outcomes and goals. Results are just as important as the process.

Wiederhold & Associates Executive Onboarding Program

Wiederhold & Associates is perfectly positioned to be your partner in ensuring that your investment in new executives continues to reap long-term rewards, rather than ending up with the above-mentioned results. The Wiederhold & Associates team with 26 years of transition expertise in healthcare, focuses on tangible results in addition to ensuring a smooth transition.

Key Program Strategies Include:

  • Defining roles and responsibilities
  • Clarifying strategic results and creating new ones
  • Managing expectations
  • Building relationships and coalitions
  • Managing intellectual and emotional reactions
  • Maintaining balance
  • Aligning and strengthening the leadership team
  • Completing in-process assessments

Specific Areas of Focus Are:

  • Executive’s personality and behaviors
  • Alignment of goals/outcomes
  • Building stakeholder lists
  • Focusing on early wins
  • Navigating organizational politics
  • Learning organization’s culture
  • Maintaining visibility
  • Time management
  • Balancing relationships/results
  • Enhancing executive’s knowledge of the organization’s market
  • Understanding organizational history
  • Assessing skills and behaviors
  • Building confidence
  • Developing executive’s team dynamics
  • Enhancing communication
  • Creating a business journal
  • Establishing a brand
  • Empowering the executive’s voice within the organization
  • Managing change
  • Maintaining balance

To learn more about Wiederhold & Associates Onboarding Program, download a tri-fold brochure here.

Connect with us on LinkedIn and join our Active Network Program.

165 Hits
0 Comments

United States Weather Conditions

Oregon's Eagle Creek fire along the Columbia River

Monday we reflected on the September 11, 2001 attack on the United States. It was a pivotal moment in the country’s history and Americans continue to recognize its importance in our lives on its anniversary each year.

Currently the United States is experiencing another significant chapter with wide ranging weather conditions that affect a large portion of the population. We have had two hurricanes since August 25, and Jose, a third storm following them could feasibly land in the Virginia area; there are dozens of forest fires in over ten western states; and as of Sunday night, 260 earthquakes have been registered in Idaho since September second.

The Wiederhold network extends nationwide, either as current or past clients or simply those we know as friends and colleagues. We continue to think of everyone in harm’s way and hope for the safety of them, their friends and families.

236 Hits
0 Comments

Happy Labor Day

We wish you and your loved ones a safe and fun holiday weekend
334 Hits
0 Comments

Hurricane Harvey

Wiederhold & Associates has a long history with the Houston and Corpus Christi areas and its people. In fact, Mitali Paul, our Vice President of Business Development and Career Transition Specialist lives in Pearland.

All of us in the Wiederhold family hope and pray for the safety and well-being of past and present clients and members of our network and their families who may be affected in the wake of Hurricane Harvey.

359 Hits
0 Comments

Bad Bosses and Good Leaders

We are facing a critical era of transformation in healthcare. As organizations strategize to find stability through turbulent times, managers, directors, and executives will feel added pressure to achieve continuous, dynamic results.

The success of each department will depend on a single crucial factor: Is there a "boss" or a "leader" in place?

A "boss" refers to an individual who is in charge of the employee or an organization. He exercises control over employees, orders, assigns tasks and duties to them and is entitled to take decisions on some matters. Bad bosses will motivate through fear tactics, defer blame to others, take credit for other's successes and bully members into producing results.

The term "leader" is defined as an individual who possesses the ability to influence and inspire others towards the accomplishment of goals. Communication coupled with integrity compel people to follow. Great leaders think about what their body language, facial expressions, and tone of voice communicate to their staff. They often take the time to say things face-to-face rather than through email in order to build trust, develop relationships, manage conflict, and encourage employees. Leaders pull the best out of each member and inspire group success.

It is important to note that the teams which produce the most effective and long-lasting results are the ones that are directed by leaders, not bosses.

"If your actions inspire others to dream more, learn more, do more and become more, you are a leader." - John Quincy Adams

Transform Bosses into Leaders

Where bosses fail, leaders prevail. If you've noticed that you have more bosses than leaders in your organization- all is not lost. Aspiring and current managers, directors or executives can begin improving their ability to lead. Wiederhold and associates offer specialized assessments as well as a number of training programs designed to develop quality leaders that are custom fit to your organization. If you are interested in learning more, just let me know.

Here's to your success,

Jim

Connect with us on LinkedIn and join our Active Network Program.

515 Hits
0 Comments

Happy 4th of July!

Wishing you and your loved ones a happy
and safe Fourth of July

376 Hits
0 Comments

Target Success with Advanced Networking Strategies

Because you've been a part of the Wiederhold & Associates Network, we wanted to share some exciting news with you first.

As you know, networking/connecting is essential to your success both while in transition and gainfully employed. Networking with a purpose is a vital component of anybody's career success but is often terribly neglected. Being intentional is necessary.

Therefore, we have formalized a streamlined process to make it easier for you to expand your network through Wiederhold Intentional Networking (WIN) program. Becoming an active WIN participant will enable you to:

  • With limited effort, expand your own network with quality connections
  • Exchange key information about market and industry trends
  • Increase ability for quality transitions through network connections
  • Affect others in a positive way
Are You Ready to WIN?

The WIN strategy gathers key information from each premium active network member and targets meaningful matches within our client list. As an active member in our program, W&A will introduce you to key members of our current network, helping you gain significant connections that you would not otherwise have access to. Remember, most of our clients are Vice President through C-level executives.

Once you have made the connection, we will send you a short anonymous evaluation form. Each member's feedback will bring value to helping our clients grow their skills in effective networking/connecting as well as passing along current industry trends.

If you want to know more about expanding your network with little effort while affecting others in a positive way, contact This email address is being protected from spambots. You need JavaScript enabled to view it. and she will let me know of your interest and follow up.

Here's to your success!

Jim

Connect with us on LinkedIn and join our Active Network Program.

302 Hits
0 Comments

Building and Repairing your Online Reputation

The Internet has changed the game for job seekers. The paper resume has been swapped out for a LinkedIn profile. Face-to-face meetings have been replaced with Facetime. Your local word-of-mouth reputation is small potatoes next to someone with a well-developed online presence. When it comes to the Internet, you are who Google says you are.

Fact: 92 percent of recruiters “Google” potential candidates according to a social recruiting survey. LinkedIn is the clear favorite, with 94 percent of recruiters searching it to find top talent. Potential employers also look at Facebook, Twitter, Google+ and really anything that search engines render when your name is entered.

Can you take control of your online reputation?

Be Informed. Monitor your personal brand. The first step in protecting and building your online brand is by knowing what is being said or has already been said. It’s impossible to control everything that is written about you, but even though you can’t always control what is published, you can at least know and respond to it.

Monitoring your personal brand is a two-step process. First, you figure out what is being communicated around your personal brand currently. Second, create a positive plan to improve it, build upon it.

Easy ways to monitor your reputation online:

  • Google Yourself – do this at least once a month. Look for your name not only in the search results, but also the image search, news search, and video search.
  • Create Google News Alerts containing your name. You can find this screen under google alerts. Note: you will have to establish a Gmail address.

How to repair and build your online reputation:

You’ve Googled yourself and found that there is at least one article that really gets in your craw. Perhaps it’s misleading, a lie, or just not flattering, and it is published on a website you have absolutely no control over. You want to wave your magic wand and just make it disappear. What can be done?

1) Get legal involved. You may have a case if:

  • Defamation has occurred. For instance, someone has published a false statement that is damaging to the company or person.
  • Google will remove links from search results when presented with a court order, even though they’re not legally required to do so. (Internet publishers of third-party materials may not be required to remove links, unlike offline publishers.)
  • Legal action will come at a high price, on average $5,000-$10,000 per article and may not work.

2) Create and publish online through news publications and social media platforms such as LinkedIn. This is the most effective way to rid yourself of unwanted search results over time. How it works: Say you have a negative news article you want to push off the front page of the Google search results. The more content you publish with your name mentioned the more likely positive search results will be rendered when your name is searched. It should be noted that it takes time to push negative articles down the list and off the first page of results. This is due to a number of complicated algorithm factors, all dependent on Google’s rules surrounding credible content. For example, it will be much easier to bury an article posted by a local or regional paper than it would an article or video posted on CNN. Reason being is that the more credible or popular the site is, the more weight Google gives it. So your goal should be to match or overtake the negative article with your original content published on equally credible sites.

Key Take-Aways

  • Always be aware of what is being said about you online. If nothing is being said, you are uniquely positioned to create a positive online reputation by populating the Internet with content and online profiles where you are in full control of the message.
  • If you do have a negative online reputation, it’s never too late to start the repair process. Ignoring it won’t make those links disappear and the problem will still exist five years from now. Better to take the time now to start rebuilding your presence online.

358 Hits
0 Comments

Wiederhold & Associates remembers our fallen on Memorial Day

396 Hits
0 Comments

A Strategic Nursing Career

What would it take to build your career strategically?

Nursing Leaders think strategically about the work they do, often considering the needs of their organizations, their staffs, and the patients they care for as their primary focus of their careers. Rarely, however, do they spend much time thinking about a personal strategy for their own careers.

Have you considered what you want for the next chapter of your career?

If you are in the middle of your leadership career or heading to the end of traditional employment, making the next phase of your career the most intentional and thoughtful of your life is within your reach. At Wiederhold and Associates, we have witnessed the tremendous outreach nursing leaders can have when they take their careers to the next level. Be it within the same position, or a new direction, the strategic career does not wait for opportunities to come along.

Strategic careers are often designed and created by individuals who have developed shifts in thinking that utilize an increased awareness of themselves to confidently self-determine their offerings and value. Learning to communicate that value to others is a key part of the strategy.

A personal career strategy is not a selfish endeavor. When a nursing leader combines passions, talents (or potential talents) with intention, many lives and careers can be changed for the better. It could be the most important work of your life.

Taking stock of new or unrealized potential is the work of our organization as we expertly coach leaders to understand their career trajectory and make self-determination strategic goals for the most optimal work experiences. We have been honored to work with great leaders and assisting them to achieve their potential is some of the most important work we do.

As an experienced consultant in strategic and transformational change, Diane has an extensive background in helping leaders develop and succeed. Her healthcare experience spans three decades as a healthcare administrator, clinician, and graduate school educator. To learn more, click here.

Connect with us on LinkedIn and join our Active Network Program.

544 Hits
0 Comments

Strengthening Our Nation’s Healthcare Leadership

Wiederhold and Associates is partnering with Yaffe & Company to host a series of discussions with select healthcare leaders across the country to examine the issue of executive recruitment, retention and leadership development. The gatherings will take place in cities such as Dallas and Houston, Denver, Chicago, San Francisco, Philadelphia, and New York, offering an opportunity for top-level executives and state hospital associations to network and share their opinions.

Do We Need a Treatment Plan?

The CEOs and other high-level executives who run our nation’s healthcare institutions form an important framework of our entire system. In recent years, a maze of migration has formed: in major urban markets, as well as outlying areas, these executives are coming and going from one position to the other, more often than ever. Sometimes, this happens for legitimate reasons. But all too often, it occurs because of a hiring mismatch, or misunderstandings between the board and the executive team, or some other reason that may have been avoided. The effect on our nation’s healthcare organizations, combined with the lack of viable succession plans in many institutions, is costly.

How much better off would we be if we could strengthen our country’s healthcare leadership overall? Imagine a system where many more of our healthcare executives are finding their best personal fit, and functioning in the places and positions where they are most likely to be successful. This series addresses these issues and opens the floor for candid discussion among our nation's top executives in the healthcare industry.

While we are only able to invite a select group of individuals as space is limited, we do want to hear your thoughts on the above issues. Please complete this survey or contact This email address is being protected from spambots. You need JavaScript enabled to view it..

Jim

427 Hits
0 Comments

The Concept of Networking

The whole concept of networking is one of my favorite and most passionate subjects.

In prior articles, we have touched on many aspects of effective networking, whether in transition or not. Building a broad and deep network is so essential to one's success that it cannot be ignored.

What I have personally observed over a 28 year period and confirmed through colleagues is clear: We can't make it without solid key relationships. Many people will find expanding their network to be challenging, but with practice and effort, you can begin to make meaningful and fruitful connections.

There are three key components to effective network communication.

Connecting Point: If you're going to get somebody to take interest in your phone call, you must differentiate yourself so they choose to respond to you. The connecting point is finding something that you share in common. This can be any person, place or thing. It requires homework but it also ensures greater success as you expand your network. Whether you connect on the first attempt, leave a message, text, or send an email. The connection point is the most powerful tool in developing a memorable network relationship.
Seeking Information: Obviously, expanding your network means making initial calls to people you've never connected with before. For those in transition, resist the temptation to focus on jobs until you have created a solid connection. Seeking information makes it easier for the other person to open the door to friendly conversation. That information could be around what this individual has done, an organization that you're exploring, or a location that you have an interest in. There are a lot of options here.
Value Statement: It is important that you understand and can articulate your value. When this connection is concluded, that individual should know that you and your team are good at what they do. Your network will not refer you to others unless they understand what you do and are confident that you do it well.

If you are looking for career advancement, you must become the most effective networker you can be. Include these three components when you're expanding your network and I promise you will find success.

Here's to your success,

Jim

Connect with us on LinkedIn and join our Active Network Program.

415 Hits
0 Comments

Strategies for Active Career Advancement

Are you looking to be promoted?

If getting a promotion is important to you, then it is time to sit down and look at the external and internal factors that will influence your strategy of advancement.

Define Your Target

The very first and most important step in your career advancement strategy is to define what success is to you. From my observations, too many individuals choose a path that is somebody else's dream rather than their own. It's how you define moving up that really counts. It's also hard to be passionate about a direction that isn't your dream.

Do Your Part

The internal factors are all about you. This is where you exert the highest level of control. Are you being intentional about putting yourself in a position to be promoted? [Click to read more]

Survey Your Surroundings

If you are seeking to move to the next level within your organization, there are a few items that need to be explored:

  • How has this organization historically handled promotions?
  • Do they generally promote from within or seek externally?
  • What is the general timeframe for people to get promoted within the organization?
  • Is the person you report to going anywhere?
  • Does the person you report to have a history of mentoring his/her direct reports?

I call these external factors because you can only influence them not control them. Your answers to these questions may suggest that the only way you're going to move up is to move out. If these external factors align with an internal promotion, then you have additional steps.

  • Have I asked my immediate superior what it takes to get to the next position?
  • Did their answer have enough specificity to suggest that they had thought about this possibility?
  • Can I continue to gain clarity around the possibility of promotion? (If you cannot gain clarity, then more than likely that's not a real possibility.)

By defining your goals, developing a strategy, and become intentional about executing your plan, you can increase your chances of advancement immeasurably.

Here’s to Your Success-

Jim

Connect with us on LinkedIn and join our Active Network Program.

622 Hits
0 Comments

Develop and Maintain Effective Nurse Leaders

According to the Bureau of Labor Statistics, 1.2 million vacancies will emerge for registered nurses between 2014 and 2022. In fact, the shortage is anticipated to be twice as big as when Medicare and Medicaid were introduced in 1965.

Nursing plays a huge role in the success of our hospitals and healthcare systems today. Developing and retaining great nurses has never been more important.

Untapped Talent

Many organizations have "diamonds in the rough" just waiting to be discovered. The very skills that make effective nurses such as creative problem-solving skills, exceptional communication skills, and emotional intelligence are the foundational building blocks required to make exceptional leaders.

However, being a good nurse doesn't always naturally translate into becoming good a nurse manager. Like many others who are promoted into management roles, nurses are generally not offered a great deal of assistance as they move into these new and challenging positions. Their raw talent must be inspired and carefully cultivated to become a thriving leader. With proper guidance, the transition into a senior leadership role can be very successful.

W&A Nurse Leadership Program

To maximize the success of our nursing clients, we have partnered with Nursing Leadership Coach Diane Scott, RN, MSN, ACC. With her strong clinical background, Diane has a deep understanding of the nurse executive role. Coaching is customized to every situation and organization, with outcomes driven models implemented to ensure success.

Diane explains, "Senior nursing leaders usually are in charge of the majority of the workforce of any healthcare organization. They are often promoted through the ranks and experience challenges with increasing their ability to critically think at their new leadership level. However, once they reach that level, the new challenge is the overwhelming desire to meet the mission of patient care and balance a seemingly polar opposite of managing the numbers, especially financials. They also struggle with developing a self-strategy for their career, finding it too self-serving and not patient driven.
The most successful senior nursing leaders learn that by increasing their own abilities, they can achieve their own potential, develop their managers as well as provide excellent patient care. In this way, everyone benefits under leadership that understands needs from the ground up."

At Wiederhold & Associates, we know an organization can optimally increase a nursing leaders’ capacity for successful outcomes through professional Nursing Leadership Coaching. It is the single most powerful way for a leader to achieve their potential for superior leadership, strategic thinking, and measurable results.

If you would like to learn more about our Nursing Leadership Program, download a tri-fold brochure here

Connect with us on LinkedIn and join our Active Network Program.

500 Hits
0 Comments

Secrets to Successful Transition

Career transitions can be difficult. The more desirable your next position is, the more competition you will face to secure it.

The top priority of an applicant is to stand out from the crowd. Having a great resume and a strong interview is a great place to start. However, most overlook this simple practice that will cause you to stand out from all other applicants: Follow-Up.

First, you must understand how important follow-up is. A good interview followed by poor follow up will not serve you well. An average interview can be positively impacted by excellent follow-up.

The positive outcomes of post-interview follow-up:

  • Your resume gets shuffled to the top.
  • You demonstrate your level of interest.
  • If what you have provided is effective, you've increased the level of your candidacy.

During your interview process, connect with as many people as possible as it relates to a specific opening. When more people remember you, your chances of securing the position naturally increases. After the interview, it is your responsibility to keep each of those individuals updated throughout the process.

Get Creative

With an active search, the time frame for touch points/follow up should be a minimum of seven calendar days and a maximum of ten calendar days. Use a combination of the four levels of communication: face-to-face, telephone, text/email and regular mail. Everybody has their favorite on the receiving end, so try to mix it up a bit. Whatever combination of communication you choose, don't be afraid to let your personality show.

One of the biggest concerns for individuals in follow-ups beyond neglect is, "Will I be seen as a pest?" Remember, you only become a pest when your intervals of follow-up are too short and you're always requesting response. If you follow-up without forcing an agenda, they will be received very well.

Of course, I have only scratched the surface of effective active search follow-up. If you would like to learn more in-depth tips in finding success through active transition, please connect with me.

Here's to your success!

Jim

Connect with us on LinkedIn and join our Active Network Program.

486 Hits
0 Comments

Prepare Leaders for Long-Term Success

Wiederhold & Associates currently partners with healthcare systems to support their succession planning process. One organization we are working with is unique in their foresight in planning for critical impending retirements. They recognize the need to invest on a longer-term basis to prepare their leaders for future success. Joy W. Goldman RN, MS, PCC, PDC, Executive Director of Leadership Coaching is leading the charge.

"We not only want our clients to achieve their next career goals; we want them to excel and grow into the best leaders they can be. Now, more than ever, our world needs effective and values-driven leaders." - Joy W. Goldman

As we work with our client systems, we know that we need to leverage confidence AND humility; individual interests AND team interests; a centralized AND decentralized focus; safety AND risk. We challenge ourselves with these polarities as we challenge our clients and client systems.

"In working with one client, I took the risk of saying, 'It seems that you’ve been waiting for permission and approval to make a move. When are you going to take matters into your own hands and just act?' While difficult to hear, this challenge caused an empowering shift in the client. His words, after having time to process this, were: “I feel like a phoenix rising!” -Joy W. Goldman

Our mission is to groom and develop agile leadership that is able to intelligently navigate the challenges and changes that our industry is facing. We look forward to partnering with you as you strategize your succession strategy for long-term success.

Jim

Connect with us on LinkedIn and join our Active Network Program.

598 Hits
0 Comments

Leadership Success in Times of Uncertainty

These are extremely challenging times in healthcare.

We know changes are coming, but no one has a clear understanding of what those changes will be. When change happens, people look to their leaders to navigate them through. Are you prepared to be a successful leader in a time of such uncertainty?

Leadership Keys to Thriving Through Change:

Keep Consistent

Organizations should develop five key objectives and stick with them. Resist following the latest fads and avoid adding multiple new objectives. Overwhelming your people with too many objectives creates the “deer in the lights syndrome” and can hinder forward progress. Giving consistency will give your employees a feeling of security and will build both confidence and trust.

Solidify Trusted Relationships

Everything you read about America today suggests that the trust level of employees for their leaders and organizations are at an all-time low. It is imperative that you solidify relationships within all your key groups: Superiors, peers, and direct reports.

While you work to solidify interior relationships, also work to build relationships with experts outside your organization and possibly outside your industry. Connect with others who faced similar uncertainties and learn how they maneuvered through challenging situations

Be Agile and Adaptable

Remember, doing the same old things will get the same old results. Changes are coming quickly, and leaders must actively prepare. Some may consider hiring an executive coach to equip them with better leadership tools and enable them to produce better results.

Supersize the Soft Skills

According to the Carnegie Institute of Technology, 85% of your financial success is due to your personality and ability to communicate, negotiate and lead. Shockingly only 15% is due to technical knowledge. Communication, integrity, and empathy will pay dividends in the form of loyalty and engagement of your team. Encourage diversity of thought and embrace collaboration. Balance confidence and humility. By utilizing your soft skills, you will create an environment that each member can invest their best into and will cause the whole organization to succeed.

Change brings opportunity so don’t be afraid to take some risks. Great leaders became great because they could successfully navigate through the challenge of change. Utilizing these keys will allow companies not only to survive but also to seize the extraordinary opportunities that arise during periods of immense uncertainty.

Jim

Connect with us on LinkedIn and join our Active Network Program.

608 Hits
0 Comments