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How to give feedback, bridging the feedback gap

w&t_question

Ask

For some reason I have a feedback gap. Ìt always makes me nervous. When I receive feedback, I often withdraw and go into the poor me – mode. When I give feedback, I’m always afraid that people will take it as criticism. How should I bridge this feedback gap?

giving feedback to peers

Answer

Feedback is essential for growth. The most important thing about it is that it should always lead to something constructive, only then can it really act as a motivational tool for growth.

Feedback consists not only of getting feedback, but also of giving feedback. The glue that bonds these two dimensions together, is the development of an action plan to deal with the content of the feedback. It is essential that action follows feedback, otherwise no growth will result.

giving receiving feedback

Ask

When is feedback positive and when is it negative?

Can you give me some guidelines that will enable me to be more effective in giving feedback?

how to give effective feedback to your students

Answer

One can close the feedback gap and enhance feedback by:

  • Focusing on what you say, how you say it and when you say it,
  • Distinguishing between negative and positive feedback, and by
  • Ensuring that your feedback results in a SMART(M) action plan

The SMART(M) action plan and closing the feedback gap

S Specific: You should be able to break your goals into manageable chunks.
M Measurable: How will I know? (See? Hear? Feel?) What is the evidence procedure?
A Achievable: Is this within my control? Do have I the skills, the resources, the authority? Do I give myself permission to act?
R Rewarding: The benefit must be greater than the cost, otherwise you won’t achieve the goal (causes procrastination).
T Timing: When do I start? How long will it take? What are the mileposts so that I can monitor that I am on my way?
M Monitor: We added a last M for monitor. We found that one can have the most amazing plan, but without monitoring and tracking it until completion; the chances for successfully completing this plan is minimal.

Feedback should always result in something constructive and actionable. When you are about to give feedback and are afraid that it might be destructive in a way, rather apply the 24 hour rule.

Sometimes the need to give feedback was caused by something that triggered emotions; these emotions can interfere with giving constructive feedback. If this is the case allow at least 24 hours to pass before giving feedback. The 24 hour rule allows these possibly interfering emotions to play themselves out before giving feedback. This is sometimes difficult to do, but once you have done this a few times the feedback gap will be significantly reduced!

how to give constructive feedback

Constructive Feedback

Developing a SMART(M) action plan

  • What is to be done?
  • Who is to do it?
  • When is to do?
  • How do we monitor?

Close the feedback gap by giving

  • Descriptive feedback
  • Specific feedback
  • Constructive feedback
  • Timeous feedback
Negative feedback Positive feedback
Should always be in private. Praise in public as person and others benefit as well.

Focus on the problem:

  • What was the behavior
  • What was done
  • What’s was said

And not on the person.

Focus on the person:You did a great job!

Put into context – Period of time.

People are then more ready to accept.

Make permanent by using:You “always” produce good results.
You” never” let us down.
Make specific – Resolved Copy (great)
how to give performance feedback

Advise

Remember that feedback should always be constructive.

Never cause pain, other than as a signal to learn something new or to do something differently.

how to give good feedback

Ask

Receiving feedback is an even worse nightmare! I often feel that everyone else is trying to burst my bubble… What can I do to change this mind set and close this feedback gap I have even more?

giving feedback to your boss

Explain

Always give constructive feedback, be aware and bridge the feedback gap!

There are two different sets of tools that will enable you to deal effectively with the feedback you receive:

  • Using open-ended questions to explore exactly what is expected of you. Read the questioning skills applet.
  • Using NLP (Neurolinguistic Programming) techniques like reframing and dissociation to see yourself inside the picture.

It is natural to feel attacked when one is at the receiving end of critical feedback (poor me); however, reacting in a defensive or attacking manner curtails the feedback, stops the growth process and stretches the feedback gap even more.

A person coming from the personal power model (maturity), who receives unpleasant feedback controls his natural feelings of defensiveness and gets more information by using the following technique:

negative positive feedback

Negative Positive Feedback

  • TELL me more.
    • Use Open-Ended questions: What, when, where, who, how to determine an Action Plan.
  • WHAT is to be done?
    • (Now/Next time/In future)
  • WHO is to do it?
    • (Who is to be responsible? What other resources are needed?)
  • WHEN is it to be done?
    • (When is it to be started? How long will it take?)
  • WHERE is to be done?
    • (What area, location etc.)
  • HOW do we monitor it?
    • (How will I know your plan is working? Who does the checking?)
  • Reframing
    • What else (that would be to my benefit) could this mean – this method is commonly known as Lateral Thinking.
  • Dissociation
    • When feedback is hurtful, I can dissociate from the feelings in order to effectively manage the feedback to find a solution.
giving feedback exercises

Advise

Deal with feedback in an emotionally intelligent way. While you’re at it why not also use the six thinking hats to enhance communication and understanding.

The first few times you are going to react like you always did. Make a conscious effort to be aware when giving or receiving feedback; focus on what to do, what to say and how to react for all to get maximum benefit from the feedback.

Handling feedback in a mutually beneficial way will eventually come naturally. Use the support of those around you and make them aware of how you are developing certain skills. Others will then learn from you and everybody grows and develops new skills!

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Understanding DISC Profiles

Update: If you are considering a midlife career change it is very important that you complete a DISC profile.

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I Ask

Somebody said that understanding DISC Profiles can be extremely useful in dealing with customers and colleagues. I’m not so sure what it is exactly, let alone how to use it. Can you explain it to me?

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I Answer

Your DISC Profile gives you an indication of the behavioral style that you prefer based on the DISC Dimensions of Behavior Model.

This model provides for four Behavioral Dimensions, each of which encompasses a set of key characteristics and personal behavioral preferences.

The acronym DISC indicates the main characteristic of each of the four styles or dimensions:

D – Dominance

I – Influencing

S – Steadiness

C – Compliance

The table below describes typical behavioral characteristics of persons with High “D”, “I”, “S” and “C” preferences:

Understanding DISC profiles for career development

High D – Dominance

  • Active, positive movement in an unfavorable environment.
  • Observable characteristics: strong, forceful, competitive.
  • Basic orientation: task-oriented (results), moves people to action, desire to cause change.
  • Positive motivators: directness, does not like to be entertained or restrained.
  • Negative motivators: does not like being taken advantage of , especially criticism of their character (self-concept/ego).
  • Basic growth factors: impatience is a behavioral limitation, they are selective listeners, tend to have a blind spot regarding other’s views and feelings.
  • Sees environment as antagonistic/hostile.

High I – Influence

  • Active, positive movement in a favorable environment.
  • Observable characteristics: optimistic, easily relate to people.
  • Basic orientation:  social, high-keyed emotionally, loves to entertain.
  • Positive motivators:  needs social recognition, needs companionship, needs group morale.
  • Negative motivators:  social rejection – experience disapproval in relationships or criticism as personal rejection by others.
  • Basic growth factors: disorganization in task behavior is a competency limitation.
  • Sees environment as supportive / favorable.

High S – Steadiness

  • Passive, agreeable movement in a favorable environment.
  • Observable characteristics: pragmatic, objective, team payer, family person.
  • Basic orientation: concrete results-oriented, bottom-line approach, prefers concrete to abstract.
  • Positive motivators: proven practices, clear objectives, follows procedure.
  • Negative motivators: loss of stability, suspicious of the unknown, does not like change.
  • Basic growth factors: possessiveness and adherence to the code of order.
  • Tranquility is a key limitation.
  • Sees Environment as antagonistic / hostile

High C – Conscientiousness

  • Cautious, tentative movement in an unfavorable environment.
  • Observable characteristics: accurate-the most precise of all patterns, the quality control person.
  • Basic orientation task orientated (Detail): highly intuitive, people readers, cautious in relationships.
  • Positive motivators: the correct or proper way, most self-discipline.
  • Negative motivators: criticism of their work or their effort in a situation.
  • Basic growth factors: overly critical and demanding of both themselves and others because of their high standards (though this criticism is often unspoken).
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I Ask

But what practical value does these concepts have?

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I Answer

DISC Dimensions of Behavior helps you discover and capitalize on your unique behavioral strengths. DISC can also help you realize how overusing your strengths can create misunderstandings, tension and conflict.

Knowing how to be responsive to the communication needs of others is the key to success in relationships.

Understanding the Dimensions of Behavior helps you to better understand the behavior of others whose strongest behavioral preferences lie in the dimensions (styles) which differ from your own.

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I Ask

Is there any way to determine the behavioral preference of a person, say for instance, a customer…?

The DISC People Reading Guide is a most valuable tool in this regard, especially if you use it in combination with the DISC Behavioral Styles Summary:

Outgoing / Direct

  • Faster Pace
  • More telling
  • Louder speech
  • More inflection

More competitive and directing (“D” need)

  • Closed posture
  • Unexpressive / Cool face
  • Feeling unexpressed
  • Formal
  • Focuses on “What?”
  • Priority on goal and Results
or

Reserved / Indirect

  • Slower pace
  • More asking
  • Softer speech
  • More monotone

More accepting and doing
(“S” need)

  • Closed posture
  • Relaxed / warm face
  • Feelings expressed
  • Casual
  • Focuses on “How?”
  • Priority on cooperation and stability
or
or

More talkative and interactive (“I” need)

  • Open Posture
  • Animated / warm face
  • Feelings expressed
  • Casual
  • Focuses on “Who?”
  • Priority on people and approval
or

More assessing and thinking
(“C” need)

  • Closed posture
  • Unexpressive / cool face
  • Feelings unexpressed
  • Formal
  • Focuses on “Why?”
  • Priority on quality and analysis
DISC Behavioral Styles Summary
Dominance
“D”
Influence
“I”
Steadiness
“S”
Compliance
“C”
Major Goals: Results
Control
People involvement
Recognition
Security / Stability Accuracy
Order
Major Fears: Losing control of environment
Being taken advantage of
Rejection
Loss of approval
Sudden change
Loss of security
Criticism of performance
Lack of standards
Dislikes: Being controlled by others
Lack of results
Handling complex details
Working alone
Hostility, conflict
Unpredictability
Disorganization
Unclear explanations
Under Pressure: Domineering
Impatient
Emotional
Disorganized
Conforming
Indecisive
Withdraws
stubborn
As a buyer responds to: Options
Efficiency
Testimonials
Saving personal effort
Assurance of stability
Personal attention
Evidence of quality and accuracy
Logical approaches
Decision style: Quick Emotional / “Gut feel” Deliberate Analytical
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I Explain

It might be a smart move to fill in your own DISC Profile, as well as those of your team members on this page. It would be very helpful in guiding you in your interaction with them.

Just bear in mind that behavioral preferences are not cast in stone and can change over time…

Example

DISC Profile Example

DISC Profile Example

If you are not sure of what your DISC Profile is ask your team leader for assistance.

My profile is that of a counselor.

Counselors are particularly effective in solving people’s problems. They impress others with their warmth empathy and understanding.

They find it easy to look for the good in others and have an optimistic outlook. Counselors prefer to deal with others on the basis of building long- standing relationships.

Explore the relationship between two variables using Boston Grids
Chapter 10 p.5
I am doing a lot of things, but does everything make business sense?! Which tools show me how I can analyse the Business effectiveness of the things I do?
Well, I will introduce you to tools like the Boston Grids and the Kanthal Curve, but let us first focus on SOME KEY QUESTIONS you have to ask yourself if you want to establish business effectiveness in your activities.
How much is 100% of the market? (Think in terms of size.)
If l have 100% f the market. Do I have a good market?
Is my product sufficiently differentiated to demand a premium?How does my product or service assist the customer?
Are there other products or services that I can sell to my existing
Customers with my existing skills resources, etc.?
Can I sell my products or services to other customers or markets?
What are my customer’s needs going to be two years from now, and will my existing product or service range still be relevant?
How about doing a good old SWOT analysis?
Have you tried using the Boston Grids in analysing the business
effectiveness of what you do?
I am doing a lot of things, but does everything make business sense?
Which tools show me how I can analyse the business effectiveness of the things I do?
The Boston Grids enables you to explore the relationship between two variables within the business context.
For example:
How would you describe in terms of High or Low the amount of differentiation of your product or service?
The amount of customer value generated?
In which quadrants of the Boston Grid represented here does your product or service belong?
My product is a speciality commodity. What about yours?
To enable you to maximise returns it would seem that you have to have a high level of customer value generated as well as a high amount of differentiation in your product or service.

Explore the relationship between two variables using Boston Grids

Chapter 10 p.5

w&t_question
I am doing a lot of things, but does everything make business sense?! Which tools show me how I can analyse the business effectiveness of the things I do?
w&t_exclamation
Well, I will introduce you to tools like the Boston Grids and the Kanthal Curve, but let us first focus on SOME KEY QUESTIONS you have to ask yourself if you want to establish business effectiveness in your activities.
  • How much is 100% of the market? (Think in terms of size)
  • If l have 100% of the market, do I have a good market?
  • Is my product sufficiently differentiated to demand a premium?
  • How does my product or service assist the customer?
  • Are there other products or services that I can sell to my existing customers with my existing skills resources, etc.?
  • Can I sell my products or services to other customers or markets?
  • What are my customer’s needs going to be two years from now, and will my existing product or service range still be relevant?
  • How about doing a good old SWOT analysis?
  • Have you tried using the Boston Grids in analysing the business effectiveness of what you do?
w&t_binoculars
The Boston Grids enables you to explore the relationship between two variables within the business context.
For example: How would you describe in terms of High or Low the amount of differentiation of your product or service?
The amount of customer value generated?
In which quadrants of the Boston Grid represented here does your product or service belong?
w&t_ch10_f_the_boston_grids
w&t_elephant
My product is a speciality commodity. What about yours?
w&t_exclamation
To enable you to maximise returns it would seem that you have to have a high level of customer value generated as well as a high amount of differentiation in your product or service.
What to do before you start a job search
Following is a list of job search sites we found to be the best:
International job sites:
Yajoo! Hot jobs
Monster
CareerBuilder.com
South African job sites:
Career Junction.co.za
PNet.co.za
United Kingdom job sites:
Monster.co.uk
Jobbsite.co.uk
American job sites:
Monster.com
JobbankUSA.com
Asian job sites:
JobAsia.com
Before you consider starting a search, writing your resume or aiming for that promotion
You have to read this!
What every serious career builder must do before starting their job search!
A job search can turn your life upside down, or you can decide to turn it right side up! Remember to peel an orange. Read on…
Table of content:
1.Introduction
Why would one fail?
Why do only some succeed?
2. Why are you looking?
You might not have to!
3. Some presentations
A Work Triangle to use daily
4. Have a PLAN!
Questions and your answers build a puzzle
Mind like water
Peel an orange
Get the lay of the land
What do you need for the journey?
Pack your bag
Head on out into the blue!
Remember to PEEL AN ORANGE!
5. What next?
6. A Global community of support
7. Other resources
What every Career Builder must know before starting a job search, writing that resume or aiming for a promotion!
Get this free report now!
The free report contains the information on this page with added question and information for easy printing and taking with you to read at your leisure.
Your First name:
Your E-mail Address:
Introduction
Know what you want and it will be obvious to others, making your job search that much easier or getting that promotion you want!
If one does not have a plan when looking for that next career move, planning your job search, working to get that promotion or compiling ones resume; the manner in which one presents self is rarely the best it could be. Have a plan.
People with a plan succeed in what they set out to achieve. Ask yourself the question – Where do I see myself in five years, three years, in the next six months? Spend some time on this question, write your answers down and elaborate on them; we give a list of questions to get you started later on in the document. Write everything that comes to mind, if it means almost writing a small book on the things that triggers in ones mind, then GREAT! The more one has to work with in creating a plan, the better. You will also have the material with which to write your resume and starting your job search.
Photo credit: Jersha
One of the biggest causes of a failed job search, landing a less than perfect job or not getting that hard earned promotion is because ones direction is unclear. As in the story of Alice in wonderland:
Alice : “Which road should I take?”
Rabbit: “Well, where are you going?”
Alice : “I don’t know.”
Rabbit: “Well, then I suppose any old road will do.”
I might have my characters a bit mixed up, but the concept remains simple. Know which road, mountain pass or turn-off to take when presented with the choice; or else “Any old road will do” and 99% of the time that road will take you to “Any old place.”
Remember to peel an orange every now and again.
Why are you looking?
Some of the reasons you will find yourself in a job search position is either
You have learned all you could in your current job and want to move on, starting to plan your job search already.
You feel you have earned that career promotion and are looking for the best way to get it.
You have finished your studies and are looking for the best first career move, your first and very crucial job search.
Whichever one it is, before the job search breathes its first breath, formulate your plan.
You might not have to be looking
If you are already working with a company you might not have to be busy planning your job search, read on…
Complete the whole process of putting together your plan. Read this page from beginning to end and follow the guidelines on it. At the appropriate time, complete your resume; it will become clear when this is.
Make a list of all the companies you would like to go and work with. Do a bit of research on each of these companies, if it is convenient, talk to someone currently employed by these companies. Write down why you would like to work with these companies and what you don’t like – the pros and cons. Why do you think these companies will be able to provide you with a better environment to achieve your career goals?
This whole process of gathering info should not take you longer than a few days – one does not want to spend too much time on this.
Why all this trouble?
We found that taking incremental steps toward achieving your career objectives is often times the best way to go about growing your career. And the company you are currently working with might be a goldfield in disguise!
For more detailed information on “You might not have to be planning that job search after all ” get the free report:
Your First name:
Your E-mail Address:
Some presentations
Have a look at the following presentation, it was created for a local project we are part of, but should trigger some thoughts.
Work triangle presentation for a specific project.
Here is a simple graphic explaining the process in short.
Have a PLAN
Before taking a job search head-on, every Career Builder should have a plan of action. Every individual intuitively knows what they want; we all have a unique in-built map. The most challenging thing is to make sense of that map and to know how to get where you want to be!
Here at Aleph we have accumulated substantial knowledge on how to build careers and businesses; it is packaged into our Walk & Talk guide and a version of this guide is freely available on Careersdevelopmentplan.net. Every person has unique belief systems, needs and perspectives and will always take on a job search in a wonderfully unique manner. The one universal truth – if you don’t now where you are going, any old road will do… We have worked with many individuals and assisted them in putting together a plan; we have worked with the experts who understand these processes and packaged their knowledge into our Walk & Talk guide for careers. We spent the last years fusing all the theoretical knowledge into a whole. Careerdevelopmentplan.net is dedicated to sharing this knowledge with the world one individual at a time; we are working to create a community where people will freely share their career experiences and build one another!
If you want to know more about this community, please click here.
PLAN – before the job search
Clear your mind , one needs to get all the information on the table concerned with where you see your career heading. The best way to do this is to ask another person to assist you, preferably a trusted, more experienced and older individual to ask you the list of questions listed below as well as their own questions. It is always best to talk ones mind to another individual, if they just listen and ask questions, you are able to hear yourself and structure your thoughts. Talking to another person will clarify your plan and make your job search or next career move clear and implement-able.
Here’s a list of some of the questions we use in our coaching sessions:
Where do you see yourself in five years?
Do you feel sufficiently challenged by your current career position?
If no, what is missing?
If yes, how could you make better use of your opportunities?
Are you currently where you want to be in your career?
If no, where would you rather be?
If yes, what are the reasons for planning a next career move?
Are you happy with your current salary?
If no, what do you think you are worth and why, what can you change to get paid what you are worth?
If yes, do you think you could grow your life income and how?
For more questions get the free report on “Getting ready for your job search” delivered to your inbox!
Your First name:
Your E-mail Address:
If you want one of our coaches to take you through this process please complete this form and we will contact you for a one-on-one coaching session.
There are other questions later in this report concerned with more detailed actions to take toward planning your job search or getting that promotion. The purpose of the above list is to give one a big picture view of where you are currently, where you are headed and where you would want to be ideally.
With all the above said and done its time to sit back and spend some quality thinking and writing time. Go and make yourself a warm cup of something nice and slowly read through all the answers you wrote down. If more thoughts and information trigger in your mind, write them down as well.
This initial process of clearing ones mind is very important. One should have a mind like a pond when formulating the plan on which you will base your next best career move; then start your job search. You are able to formulate a big picture and peacefully, skillfully integrate the detail and fit the pieces of this exciting puzzle of growth into the whole!
“…the “mind like water” concept… When you throw a pebble into a pond, what does the water do? It responds with total appropriateness to the force and mass of the rock. It does nothing more and nothing less. It doesn’t overreact or under-react. It doesn’t react at all. It simply interacts with whatever comes to it and then returns to its natural state.” – David Allen, Getting Things Done
In our team we like to remind one another to stop climbing the mountain of life, sit down, look back and peel an orange; else you might get way too tired, fall over a cliff and have to walk all the way back up again! We all have a very unique road we walk and sometimes the mountain in front of us seems to be very, very big indeed. We just keep on walking, climbing, anything to get over this mountain and onto the next one!
Climbing these mountains means learning and growing, this is sometimes hard, but we rarely stop and take note of the wonderful things we learn from climbing. We don’t sit back and peel an orange. Regularly take a breather, choose an orange from your rucksack, sit back, look back, relax and enjoy the view; life is a journey, not a race.
Once you have answered the list of questions above, you have peeled your orange and are ready to have a look at the panorama in front of you; you have surveyed your map in earnest and have a good idea of how to go about your job search or promotion plan. Now, the only question remaining is where do you want to be on that map?
From answering the questions or sitting back and peeling an orange, one should have a very good idea of the lay of the land. Where are the valleys and the peaks? Which route would be the best one to take to get to my destination? Remember the easiest route is very rarely the best route. Determine which road has the most supplies on the way to your next stop. Which road is the most scenic and the most fun to take? Life is a journey, not a destination.
Now we need to determine what one should pack for this journey. What am I going to need to go about my job search or promotion plan the best?
What does one need for the journey?
For example, there is a very high cliff between me and my first stop; I will need a rope and some climbing gear. In life it is not much different. Let’s say you want to get a promotion or plan a job search. Here is a list of detail questions to get you going:
Which skills does an individual in that specific position need?
What am I going to do to get those skills?
Who do I have to get to know to be able to understand what would be required from me to get the promotion or the job?
Get some more questions in the free report!
Your First name:
Your E-mail Address:
This is a get you going in the right direction list of questions. If you want one of our coaches to take you through this process in detail please complete this form and we will contact you for a one-on-one coaching session.
These are guiding questions in determining what equipment one needs to get to the next stop. Remember to walk and plan one day at a time. Have a big picture in mind, not a big plan implemented in one day idea. Baby steps will get one there!
Photo credit: Chrissi Nerantzi
Pack your bag
Which equipment comes first, what will I need first and what will I need later? By now one has a very good idea of where you are headed and what will be required to get there. Now all that remains is to determine which one of these things/skills, identified as necessary to reach my first stop, will I need first and what do I need to do to get it packed into my bag? What is the action steps necessary toward achieving this first task, then objective, then goal and then packed in my backpack ready to go!
Maybe one needs to go to a communication workshop to sharpen specific skills. Delegation should also be very well understood by all Career Builders. What about listening skills, questioning skills? Are these skills up to scratch? For a complete list of the skills forming part of a Career Builders’ foundation, feel free to use our Walk & Talk guide.
Head out into the blue!
Your bag is packed and you are ready to head out toward that first stop. It is sometimes so easy to get stuck in one place. Don’t get caught by the fear of moving out into the unknown! If your backpack is packed as well as you can possibly pack it with what you think is necessary, then head out, don’t tinker with more supplies and better knowledge. The lighter you are packed, the more fun it will be to get to the next stop. You won’t get as tired either and will appreciate the awesome view even more! There will be many resources and opportunities on the way to stock up and go again. If one recognizes an opportunity along the way and know it will add to your journey, take it!
Just don’t get sidetracked from from your ultimate destination, but stay flexible, have fun, know what you want to achieve today and fit the surprises into your plan. It’s always more fun when one stops and has that chat with fellow travelers.
And remember to PEEL AN ORANGE!
What next?
Once your plan is first round completed, you know where you want to go and you have the action steps to get there, start building your resume. A resume should be an ongoing part of a Career Builders life. One uses it as a measurement, update your resume every three months and see how you have grown and mastered new knowledge! It is a peel an orange moment and builds confidence. Even if you are not planning a job search, keep your resume up to date.
A great way to get words for describing yourself is doing a few self discovery exercises on the web. The results from these questionnaires contain words that you can use in your resume to describe yourself. We give a short summary of this at the top of our resume page as well. In future publications, we will give more in-depth information on the process of determining what kind of work environment suits your unique person the best. Here are links to two such questionnaires:
Tickle.com
MAPP assessments
Recruiters are more and more using the web to verify an individual’s credibility. If they type your name into the Google search engine, yours should be in the top ten, preferably the very first on the list. Here are three individuals we are working with and created their web presence for them:
Nicholas Grobler
Unre Visagie
Dawie Roux
Type these names into Google and they are in the top ten. Getting your name on the web is becoming of higher and higher import before starting a job search. It builds credibility and the articles you publish on your web site concerned with your field of expertise, makes it obvious to a recruiter that you know what you are talking about. Have a look at our page on how to build a personal site.
If you have not come to realize that you can achieve your short term goals at your company, then now is the time to implement that job search. When one has a plan, identifying the next company you would enjoy working with almost becomes dropping of your resume at their door. Since you would have spoken to experts with access, you have identified the gaps you have and are working with experts to close these gaps. You have communicated your plan and cannot be ignored. Use our resume process to get you started on building a working resume.
Remember to refer back to our free version of the Walk & Talk guide for career building resources! Our guide will also be of huge value in implementing your job search.
If at any time you feel stuck, our coaches are available to “unstuck” you. Please complete this form and we will contact you for a one-on-one coaching session.
Global community of support
We are in the process of establishing the needs of fellow Career Builders across the globe and want to launch a forum. We envision this forum to be a place where Career Builders come to get input from others on career challenges they are facing. It would be fantastic if we could get your input on what such a forum should contain. Please send us your input.
Other resources
These resources can assist you in formulating your plan, planning your job search and building your resume.
Careerbuilder.com
Monster.com
Alec.co.uk
We have included links to more web sites in the free report that can assist one in getting ready for a job search, writing your resume as well as the job search itself.
Your First name:
Your E-mail Address:

What to do before you start a job search

Following is a list of job search sites we found to be the best

International job sites

Yahoo! Hot jobs

Monster

CareerBuilder.com

South African job sites

Career Junction.co.za

PNet.co.za

United Kingdom job sites

Monster.co.uk

Jobsite.co.uk

American job sites

Monster

JobbankUSA.com

What every serious career builder must do before starting their job search!

Introduction

Know what you want and it will be obvious to others, making your job search that much easier or getting that promotion you want!

If one does not have a plan when looking for that next career move, planning your job search, working to get that promotion or compiling ones resume; the manner in which one presents self is rarely the best it could be. Have a plan.

People with a plan succeed in what they set out to achieve. Ask yourself the question – Where do I see myself in five years, three years, in the next six months? Spend some time on this question, write your answers down and elaborate on them; we give a list of questions to get you started later on in the document. Write everything that comes to mind, if it means almost writing a small book on the things that triggers in ones mind, then GREAT! The more one has to work with in creating a plan, the better. You will also have the material with which to write your resume and starting your job search.

article-job-search-photo-waterfall

Photo credit: Jersha

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I Advise

One of the biggest causes of a failed job search, landing a less than perfect job or not getting that hard earned promotion is because one’s direction is unclear. As in the story of Alice in wonderland:

Alice : “Which road should I take?”

Rabbit: “Well, where are you going?”

Alice : “I don’t know.”

Rabbit: “Well, then I suppose any old road will do.”

I might have my characters a bit mixed up, but the concept remains simple. Know which road, mountain pass or turn-off to take when presented with the choice; or else “Any old road will do” and 99% of the time that road will take you to “Any old place.”

Why are you looking?

Some of the reasons you will find yourself in a job search position is either

  • You have learned all you could in your current job and want to move on, starting to plan your job search already.
  • You feel you have earned that career promotion and are looking for the best way to get it.
  • You have finished your studies and are looking for the best first career move, your first and very crucial job search.

Whichever one it is, before the job search breathes its first breath, formulate your plan.

You might not have to be looking

If you are already working with a company you might not have to be busy planning your job search, read on…

Complete the whole process of putting together your plan. Read this page from beginning to end and follow the guidelines on it. At the appropriate time, complete your resume; it will become clear when this is.

Make a list of all the companies you would like to go and work with. Do a bit of research on each of these companies, if it is convenient, talk to someone currently employed by these companies. Write down why you would like to work with these companies and what you don’t like – the pros and cons. Why do you think these companies will be able to provide you with a better environment to achieve your career goals?

This whole process of gathering info should not take you longer than a few days – one does not want to spend too much time on this.

Why all this trouble?

We found that taking incremental steps toward achieving your career objectives is often times the best way to go about growing your career. And the company you are currently working with might be a goldfield in disguise!

Have a PLAN

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I Explain

Before taking a job search head-on, every Career Builder should have a plan of action. Every individual intuitively knows what they want; we all have a unique in-built map. The most challenging thing is to make sense of that map and to know how to get where you want to be!

Here at Aleph we have accumulated substantial knowledge on how to build careers and businesses; it is packaged into our Walk & Talk guide and a version of this guide is freely available on Careersdevelopmentplan.net. Every person has unique belief systems, needs and perspectives and will always take on a job search in a wonderfully unique manner. The one universal truth – if you don’t now where you are going, any old road will do… We have worked with many individuals and assisted them in putting together a plan; we have worked with the experts who understand these processes and packaged their knowledge into our Walk & Talk guide for careers. We spent the last years fusing all the theoretical knowledge into a whole. Careerdevelopmentplan.net is dedicated to sharing this knowledge with the world one individual at a time; we are working to create a community where people will freely share their career experiences and build one another!

If you want to know more about this community, please click here.

PLAN – before the job search

Clear your mind , one needs to get all the information on the table concerned with where you see your career heading. The best way to do this is to ask another person to assist you, preferably a trusted, more experienced and older individual to ask you the list of questions listed below as well as their own questions. It is always best to talk ones mind to another individual, if they just listen and ask questions, you are able to hear yourself and structure your thoughts. Talking to another person will clarify your plan and make your job search or next career move clear and implement-able.

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I Answer

Here’s a list of some of the questions we use in our coaching sessions:

  • Where do you see yourself in five years?
  • Do you feel sufficiently challenged by your current career position?
    • If no, what is missing?
    • If yes, how could you make better use of your opportunities?
  • Are you currently where you want to be in your career?
    • If no, where would you rather be?
    • If yes, what are the reasons for planning a next career move?
  • Are you happy with your current salary?
    • If no, what do you think you are worth and why, what can you change to get paid what you are worth?
    • If yes, do you think you could grow your life income and how?

If you want one of our coaches to take you through this process please complete this form and we will contact you for a one-on-one coaching session.

article-job-search-photo-steaming

There are other questions later in this report concerned with more detailed actions to take toward planning your job search or getting that promotion. The purpose of the above list is to give one a big picture view of where you are currently, where you are headed and where you would want to be ideally.

w&t_elephant

I Advise

With all the above said and done its time to sit back and spend some quality thinking and writing time. Go and make yourself a warm cup of something nice and slowly read through all the answers you wrote down. If more thoughts and information trigger in your mind, write them down as well.

This initial process of clearing ones mind is very important. One should have a mind like a pond when formulating the plan on which you will base your next best career move; then start your job search. You are able to formulate a big picture and peacefully, skillfully integrate the detail and fit the pieces of this exciting puzzle of growth into the whole!

…the “mind like water” concept… When you throw a pebble into a pond, what does the water do? It responds with total appropriateness to the force and mass of the rock. It does nothing more and nothing less. It doesn’t overreact or under-react. It doesn’t react at all. It simply interacts with whatever comes to it and then returns to its natural state.

– David Allen, Getting Things Done

In our team we like to remind one another to stop climbing the mountain of life, sit down, look back and peel an orange; else you might get way too tired, fall over a cliff and have to walk all the way back up again! We all have a very unique road we walk and sometimes the mountain in front of us seems to be very, very big indeed. We just keep on walking, climbing, anything to get over this mountain and onto the next one!

article-job-search-photo-orange2

Climbing these mountains means learning and growing, this is sometimes hard, but we rarely stop and take note of the wonderful things we learn from climbing. We don’t sit back and peel an orange. Regularly take a breather, choose an orange from your rucksack, sit back, look back, relax and enjoy the view; life is a journey, not a race.

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I Explain

Once you have answered the list of questions above, you have peeled your orange and are ready to have a look at the panorama in front of you; you have surveyed your map in earnest and have a good idea of how to go about your job search or promotion plan. Now, the only question remaining is where do you want to be on that map?

From answering the questions or sitting back and peeling an orange, one should have a very good idea of the lay of the land. Where are the valleys and the peaks? Which route would be the best one to take to get to my destination? Remember the easiest route is very rarely the best route. Determine which road has the most supplies on the way to your next stop. Which road is the most scenic and the most fun to take? Life is a journey, not a destination.

landscape

Photo credit: Chad

Now we need to determine what one should pack for this journey. What am I going to need to go about my job search or promotion plan the best?

What does one need for the journey?

For example, there is a very high cliff between me and my first stop; I will need a rope and some climbing gear. In life it is not much different. Let’s say you want to get a promotion or plan a job search. Here is a list of detail questions to get you going:

  • Which skills does an individual in that specific position need?
  • What am I going to do to get those skills?
  • Who do I have to get to know to be able to understand what would be required from me to get the promotion or the job?

This is a get you going in the right direction list of questions. If you want one of our coaches to take you through this process in detail please complete this form and we will contact you for a one-on-one coaching session.

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I Advise

These are guiding questions in determining what equipment one needs to get to the next stop. Remember to walk and plan one day at a time. Have the big picture in mind, not a big plan implemented in one day idea. Baby steps will get one there!

Pack your bag

Which equipment comes first, what will I need first and what will I need later? By now one has a very good idea of where you are headed and what will be required to get there. Now all that remains is to determine which one of these things/skills, identified as necessary to reach my first stop, will I need first and what do I need to do to get it packed into my bag? What is the action steps necessary toward achieving this first task, then objective, then goal and then packed in my backpack ready to go!

Maybe one needs to go to a communication workshop to sharpen specific skills. Delegation should also be very well understood by all Career Builders. What about listening skills, questioning skills? Are these skills up to scratch? For a complete list of the skills forming part of a Career Builders’ foundation, feel free to use our Walk & Talk guide.

article-job-search-photo-mountian

Head out into the blue!

Your bag is packed and you are ready to head out toward that first stop. It is sometimes so easy to get stuck in one place. Don’t get caught by the fear of moving out into the unknown! If your backpack is packed as well as you possibly can pack it with what you think is necessary, then head out, don’t tinker with more supplies and better knowledge. The lighter you are packed, the more fun it will be to get to the next stop. You won’t get as tired either and will appreciate the awesome view even more! There will be many resources and opportunities on the way to stock up and go again. If one recognizes an opportunity along the way and know it will add to your journey, take it!

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I Advise

Just don’t get sidetracked from from your ultimate destination, but stay flexible, have fun, know what you want to achieve today and fit the surprises into your plan. It’s always more fun when one stops and has that chat with fellow travelers.

And remember to PEEL AN ORANGE!

What next?

Once your plan is first round completed, you know where you want to go and you have the action steps to get there, start building your resume. A resume should be an ongoing part of a Career Builders life. One uses it as a measurement, update your resume every three months and see how you have grown and mastered new knowledge! It is a peel an orange moment and builds confidence. Even if you are not planning a job search, keep your resume up to date.

A great way to get words for describing yourself is doing a few self discovery exercises on the web. The results from these questionnaires contain words that you can use in your resume to describe yourself. In future publications, we will give more in-depth information on the process of determining what kind of work environment suits your unique person the best. Here is such a link:

MAPP assessments

Recruiters are increasingly using the web to verify an individual’s credibility. If they type your name into the Google search engine, yours should be in the top ten, preferably the very first on the list. Here are three individuals we are working with and created their web presence for them:

Nicholas Grobler

Unre Visagie

Dawie Roux

Type these names into Google and they are in the top ten. Getting your name on the web is becoming of higher and higher importance before starting a job search. It builds credibility and the articles you publish on your web site concerned with your field of expertise, makes it obvious to a recruiter that you know what you are talking about. Have a look at our page on how to build a personal site.

article-job-search-photo-baby

Photo credit: Chrissi Nerantzi

If you have not come to realize that you can achieve your short term goals at your company, then now is the time to implement that job search. When one has a plan, identifying the next company you would enjoy working with almost becomes dropping of your resume at their door. Since you would have spoken to experts with access, you have identified the gaps you have and are working with experts to close these gaps. You have communicated your plan and cannot be ignored. Use our resume process to get you started on building a working resume.

Remember to refer back to our free version of the Walk & Talk guide for career building resources! Our guide will also be of huge value in implementing your job search.

If at any time you feel stuck, our coaches are available to “unstuck” you. Please complete this form and we will contact you for a one-on-one coaching session.

Global community of support

We are in the process of establishing the needs of fellow Career Builders across the globe and want to launch a forum. We envision this forum to be a place where Career Builders come to get input from others on career challenges they are facing. It would be fantastic if we could get your input on what such a forum should contain. Please send us your input.

Mentoring

Mentoring

[adrotate banner=”7″]

The difference between coaching, mentoring and counseling.

(See also: key result areas)

This page explains coaching, mentoring and counseling and how to apply them in your work and personal life. We do this in a question and answer style of writing. Starting with the question, “What does mentoring mean?”

coaching counseling mentoring

Ask

Do you know what my team player skills leader said to me yesterday? He wants me to act as a mentor to one of my junior colleagues!

But how do I go about it? I’m not even sure if I know what mentoring means.

coaching mentoring

Answer

Mentoring, coaching and counseling are related concepts.

All three deal with a process of helping another person to grow and develop.

In a work environment a mentor, coach or counselor is usually a person who is experienced in the area in which the competencies of a colleague still need development.

The diagram below illustrates the three concepts and how they differ in focus.

mentoring coaching

Mentoring Coaching

Thank you to: Elizabeth Hayes

responsibilities of a mentor

Ask

Yes, but can you tell me what those same core skills are?

mentoring styles

Answer

It is essential that mentors, coaches and counselors have the following skills:

mentorship pictures

Mentorship pictured

mentoring and coaching

Explain

To be able to maximize the growth of the individual being mentored and add value to the relationship, the mentoring skills and style of the mentor should be developed and adapted to suit the developmental level and need of the individual being mentored.

mentorship process

Ask

Wait a minute, there’s still a lot I need to know!

What does it mean to adapt your mentoring style to the developmental level of the individual being mentored?

Mentorship styles (S) in relation to the Developmental level (D) of the individual being mentored

mentorship

Mentorship Process

coaching mentoring e counseling

Answer

According to Hersey and Blanchard, four developmental levels of the individual being mentored can be distinguished, ranging from D1 to D4 (as they call it).

At each level the individual being mentored needs a different monitoring style to maximize growth.

They have further identified four mentoring styles (S1 to S4) which differ from each other in terms of the amount of supportive and directive behavior each encompasses.

The diagram above illustrates what each developmental level entails, as well as the appropriate mentoring style that will facilitate the individual being mentored’s growth to the next level.

differences between coaching and mentoring

Ask

OK, so that means that my colleague , who has high commitment and low competence, is on developmental level D1 and he needs a Directing Mentoring Style. S1: a lot of structure, control and supervision.

coaching y mentoring

Advise

Remember to adapt your mentoring style as your individual being mentored moves to another development level.

mentor ship

Explain

The mentoringprocess can be regarded as the growth of the individual being mentored’s self-concept through goal directed behavior. As indicated in the diagram below, the individual being mentored is guided from one goal (G1) to a more complex one (G2). The sense of achievement leads to the enhancement of the individual being mentored’s self-concept, or sense of self-worth (S-C.1 to S-C.2)

After achieving the goal, it is vital that the mentor assists the individual being mentored to REFLECT on the achievement.

Through reflection (which implies honest feedback) self-analysis and self-evaluation, growth of the individual being mentored’s self-concept is facilitated.

mentorship model

Mentorship model

mentoring y coaching

Advise

The Performance Management Process is a very effective vehicle for setting and reviewing goals.

Use the GROW model to develop effective questioning skills
Chapter 5 p.11
I find that effective questioning is at the heart of dealing successfully with various situations. Which tools can I use to improve my questioning skills?
The “GROW Model” is one such tool which can be used for problem solving, review and assessment, relationship issues; in fact, virtually any issue which arises in work or life in general.
It is a process which elicits a positive response and generates and demands a more positive perspective from others, both clients and colleagues.
But what does “GROW” mean?
The GROW Model focuses on four aspects which can be applied when asking question in practically any situation:
G = GOALS
R = REALITY
O = OPTIONS
W = WILL
Goals:
What is the goal of this discussion?
What do you want to achieve?
Is it an end or performance goal?
If an end goal – what is the performance goal associated with it?
When do we want to achieve our goal?
(Positive – Challenging – Attainable)
Reality:
Where are we now?
Where did we come from?
What is happening now?
What results did that produce?
What is happening internally and externally?
Who is involved?What have you done about this so far?
Options:
What options do we have?
What else can we do?
What if…?
Would you like another suggestion?
What are the benefits and costs associated
with each of these options?
Will:
What are you going to do?
Will this meet your/our goal?
What obstacles could you face?
How will you overcome them?
What support do you need?
How will you get that support?
When are you going to do it?
Effective questioning and effective listening are definitely indispensable skills for effective mentioning and feedback.

Use the GROW model to develop effective questioning skills

Chapter 5 p.11

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I Ask

I find that effective questioning is at the heart of dealing successfully with various situations. Which tools can I use to improve my questioning skills?

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I Answer

The GROW Model is one such tool which can be used for problem solving, review and assessment, relationship issues; in fact, virtually any issue which arises in work or life in general.

It is a process which elicits a positive response and generates and demands a more positive perspective from others, both clients and colleagues.

w&t_question

I Ask

But what does GROW mean?

w&t_binoculars

I Explain

The GROW Model focuses on four aspects which can be applied when asking questions in practically any situation:

G = GOALS

R = REALITY

O = OPTIONS

W = WILL

Goals

  1. What is the goal of this discussion?
  2. What do you want to achieve?
  3. Is it an end or performance goal?
  4. If an end goal – what is the performance goal associated with it?
  5. When do we want to achieve our goal?

(Positive – Challenging – Attainable)

Reality

  1. Where are we now?
  2. Where did we come from?
  3. What is happening now?
  4. What results did that produce?
  5. What is happening internally and externally?
  6. Who is involved?
  7. What have you done about this so far?

Options

  1. What options do we have?
  2. What else can we do?
  3. What if…?
  4. Would you like another suggestion?
  5. What are the benefits and costs associated with each of these options?

Will

  1. What are you going to do?
  2. Will this meet your/our goal?
  3. What obstacles could you face?
  4. How will you overcome them?
  5. What support do you need?
  6. How will you get that support?
  7. When are you going to do it?
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I Advise

Effective questioning and effective listening are definitely indispensable skills for effective mentioning and feedback.

Managing time effectively and spending time on the right things
Chapter 4 p.8
I don’t know how they do it! I can never find time to do all I need to do, whereas some of my colleagues, and especially my team leader always seems to find the time to deal with everything even additional matters that crop up…… why are their lives so much more organized than mine?
Quadrant I is both urgent and important, dealing with significant results which require immediate attention – your typical “crises” or “problems”. This quadrant consumes many people. They are crisis managers, problem-minded people and deadline-driven producers. The challenge they face is to progress into the non-important, non-urgent activities of quadrant IV.
Often 90% of their time is spent in quadrant I and most of the remaining 10% in quadrant IV with only negligible attention paid to quadrants II and III.
Some people spend a great deal of time in quadrant III thinking that they are in quadrant I.
They spend most of their time reacting to things that are urgent, assuming that they are also important. Often the urgency of these matters is based on the expectations of others.
Effective people stay out of quadrants III and IV because, urgent or not, they are not important. They also shrink quadrant I down to size by spending more time in quadrant II, which is the heart of effective personal management. Our effectiveness takes a quantum leap when we start doing the things in quadrant II on a regular basis.
Finding time for everything simply means managing time effectively and spending it on the right things. The secret lies in finding the balance between the ‘urgent’ and the ‘important.’
Urgent things have the same effect on us as a phone ringing. Urgent matters are usually visible, they press on us and demand attention. Often they are easy, pleasant and fun to do – but often they are so unimportant. Importance, on the other hand has to do with results.
If something is important, it contributes to your mission, your values, your high priority goals.
We react to urgent matters. Important matters that are not urgent require more initiative, to be more proactive. We must act to seize the opportunity, to make things happen.
How effective you are depends on which quadrant of the ‘Time Management Matrix’ you spend most of your time.
Thank you to: Franklin Covey
For further information read Steven Covey’s “Seven Habits of Highly Effective People”.

Managing time effectively and spending time on the right things

Chapter 4 p.8

w&t_question

I Ask

I don’t know how they do it! I can never find time to do all I need to do, whereas some of my colleagues, and especially my team leader always seems to find the time to deal with everything, even additional matters that crop up…… why are their lives so much more organized than mine?

w&t_ch4_g_work_matrix

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I Answer

Quadrant I is both urgent and important, dealing with significant results which require immediate attention: your typical crises or problems. This quadrant consumes many people. They are crisis managers, problem-minded people and deadline-driven producers. The challenge they face is to progress into the non-important, non-urgent activities of quadrant IV.

Often 90% of their time is spent in quadrant I and most of the remaining 10% in quadrant IV with only negligible attention paid to quadrants II and III.

Some people spend a great deal of time in quadrant III thinking that they are in quadrant I.

They spend most of their time reacting to things that are urgent, assuming that they are also important. Often the urgency of these matters is based on the expectations of others.

Effective people stay out of quadrants III and IV because, urgent or not, they are not important. They also shrink quadrant I down to size by spending more time in quadrant II, which is the heart of effective personal management. Our effectiveness takes a quantum leap when we start doing the things in quadrant II on a regular basis.

Finding time for everything simply means managing time effectively and spending it on the right things. The secret lies in finding the balance between the urgent and the important.

Urgent things have the same effect on us as a phone ringing. Urgent matters are usually visible, they press on us and demand attention. Often they are easy, pleasant and fun to do – but often they are so unimportant. Importance, on the other hand has to do with results.

If something is important, it contributes to your mission, your values, your high priority goals.

We react to urgent matters. Important matters that are not urgent require more initiative, to be more proactive. We must act to seize the opportunity, to make things happen.

How effective you are depends on which quadrant of the Time Management Matrix you spend most of your time.

Thank you to: Franklin Covey

w&t_elephant

I Advise

For more information read Stephen R  Covey’s Seven Habits of Highly Effective People.

Maslow’s hierarchy of human needs toward self actualization
Chapter 5
p.8
People often refer to “Maslow’s triangle of needs”.
I know I’ve seen it before, could you refresh my memory?
According to Maslow every individual has a hierarchy of needs.
These needs manifest on different levels. Before a need on a specific level can be fulfilled, it is a prerequisite that the needs on the levels below are fulfilled first.
In the diagram below, you will see that in terms of Maslow’s theory, physical needs, security and safety needs as well as social needs have to be fulfilled before self-esteem is realized.
At Career Builder we added to the Maslow triangle. We have found that an individual develops through different stages of self actualization; sometimes we function on one stage another time on a different stage. We do not develop in a set manner from stage one through to stage five. Sometimes we will be spending some time on stage one, other times we find ourselves on stage three; there is no set recipe for human development. The Maslow theory is a way of creating awareness only, please apply it as such.
We have opened up the triangle on both sides and made it a life-cup; we believe a human to have limitless potential. The development of a human being is a open system of discovery and continuous growth through life.
So, if I understand it correctly, it means that anything a team leader might do to grow the self-esteem of his junior colleagues will be fruitless, unless they feel that they are well-paid, secure in their jobs and accepted by their colleagues.
Unless these things are in place, they will feel no need to grow their self esteem… They would still be grappling with needs on a lower level. Not so?
Physical needs / Physiological needs
The first human need is to live somewhere – then to obtain food, water, shelter.
If one of these needs is not satisfied there will be very little interest in the other needs.
Security and safety needs
When the physiological needs are satisfied, the next important need is security. Security does not only mean personal security fences, but also includes aspects such as economic security – enough money – a secure position at work, insurance policies and some type of saving.
Social needs
This level of needs is only reached after the first two levels of needs have been satisfied. There is a need to love and be loved, to belong and to be accepted by a small group, such as family and friends. Often people will work hard, without reward to satisfy this need, for instance, to be accepted as a member of a committee or organization.
The ego or self esteem needs
This need manifests only after the first three needs have been satisfied. This is the force that drives modern man – the need to be recognized by others, to have self-respect, to be given status, an important position, etc. For some people this need is symbolized by a desire for status-car, a large office or an important job title.
Self realization need
This is the last need to be satisfied – the self-fulfillment need; the need to achieve the best that is possible; to be able to show and express your feelings and to find ways to use your talents or skills.
It is important to remember that once a need has been fulfilled, it no longer drives a person, i.e. there is no longer a need to meet that desire.
“There is a tendency for needs to mix and different needs may be more im

Maslow Triangle of human needs toward self actualization

w&t_question

I Ask

People often refer to Maslow’s triangle of needs.

I know I’ve seen it before, could you refresh my memory?

w&t_exclamation

I Answer

According to Maslow every individual has a hierarchy of needs.

These needs manifest on different levels. Before a need on a specific level can be fulfilled, it is a prerequisite that the needs on the levels below are fulfilled first.

In the diagram below, you will see that in terms of Maslow’s theory, physical needs, security and safety needs as well as social needs have to be fulfilled before self-esteem is realized.

w&t_ch8_b_interests_talents_passions-driven_by_curiosity_discovering_and_experience

At Career Builder we added to the Maslow triangle. We have found that an individual develops through different stages of self actualization; sometimes we function in different stages at different times. We do not develop in a set manner from stage one through to stage five. Sometimes we spend time in stage one, other times in stage three; there is no set recipe for human development. The Maslow theory is a way of creating awareness only; please apply it as such.

We have opened up the triangle on both sides and made it a life-cup; we believe a human to have limitless potential. The development of a human being is an open system of discovery and continuous growth through life.

w&t_question

I Ask

So, if I understand it correctly, it means that anything a team leader might do to grow the self-esteem of his junior colleagues will be fruitless, unless they feel that they are well-paid, secure in their jobs and accepted by their colleagues?

w&t_exclamation

I Answer

Unless these things are in place, they will feel no need to grow their self esteem… They would still be grappling with needs on a lower level.

Physical needs / Physiological needs

The first human need is to live somewhere – then to obtain food, water, shelter. If one of these needs are not satisfied there will be very little interest in the other needs.

Security and safety needs

When the physiological needs are satisfied, the next important need is security. Security does not only mean personal security fences, but also includes aspects such as economic security – enough money – a secure position at work, insurance policies and some type of saving.

Social needs

This level of needs is only reached after the first two levels of needs have been satisfied. There is a need to love and be loved, to belong and to be accepted by a small group, such as family and friends. Often people will work hard, without reward, to satisfy this need: to be accepted as a member of a committee or organization.

The ego or self esteem needs

This need manifests only after the first three needs have been satisfied. This is the force that drives modern man – the need to be recognized by others, to have self-respect, to be given status, an important position, etc. For some people this need is symbolized by a desire for status: a luxury car, a large office or an important job title.

Self realization need

This is the last need to be satisfied – the self-fulfillment need; the need to achieve the best that is possible; to be able to show and express your feelings and to find ways to use your talents or skills.

It is important to remember that once a need has been fulfilled it no longer drives a person, i.e. there is no longer a need to meet that desire.

w&t_elephant

I Advise

There is a tendency for needs to mix and different needs may be more important at different times, depending on the situation.

Active and Passive listening skills
Chapter 5
p.10
People often say that I’m not a good listener. The other day a team member said that I don’t hear what he is saying and that I should brush up on my “Active listening skills”. I don’t know what he meant.
Can you give me some guidelines?
Effective listening skills are of crucial importance in business, especially if you want to hear beyond what a customer is saying. It is important to understand the difference between “Passive Listening” and “Active Listening”, for both encompass a set of skills you need in order to be effective in your communication with colleagues and customers.
Passive listening techniques focus on keeping the communication flowing. It encourages the speaker to “open up”.
Passive listening:
Pay attention to the speaker.
Avoid judgmental or defensive responses.
Exert mild pressure on the speaker to keep on talking, explaining and elaborating.
Create the space the speaker needs to verbalize his real needs, opinion or doubts.
Acknowledgement:
Can simply be done by nodding the head and leaning forward, or through the use of expressions like:
“I see”
“Yes…”
“Hmm…”
“Really”, etc.
Avoid evaluative acknowledgments like:
“That’s good!”
“Excellent!”
“Your right.”,etc.
Door openers:
Door openers are responses from the listener that encourage the speaker to open up to talk about their needs, expectations, concerns, doubts and fears:
“Tell me more about that..”
“Help me to understand what you are saying regarding…”
“I’m interested to hear what you think of…”
“I’d like to hear what you feel about…”
“I’d like to hear what you are saying about…”
Listening is not about keeping quiet, it’s about getting involved in what the speaker is saying and facilitating additional communication.
And what about Active Listening?
Active Listening is about ensuring that the receiver in the communication decodes the message transmitted by the sender correctly. Active listening closes the loop in communication, providing feedback to the sender.
The active listener verbally shares impressions or understanding with the sender by paraphrasing back perceptions of the message.
The following phrases may be used when you want to check your understanding and you wish to create the opportunity for the sender to correct you if you have missed the point, or to elaborate further on the sender’s needs, expectations, doubts, etc.
When you are certain you understand what has been said:
“What I hear you saying is…”
“From your point of view…”
“I’m picking up that you…”
“As you see it…”
“What I really hear you saying, is that…”
“It seems to you…”
“You feel…”
When you are less certain that you understand, the following creates the opportunity for the sender to correct you:
“I think I hear you saying…”
“I wonder if I am correct when I say that…”
“It appears you..”
“I’m not sure I’m wrong with you but…”
“Correct me if I am wrong but…”
“Is it possible that…”
“Let me see if I understand you…”
I trust you understand what was meant by “Listening beyond what the customer is saying”.
Acting upon this information is the true key to agility in business.

Active and Passive listening skills

Chapter 5 p.10

w&t_question

I Ask

People often say that I’m not a good listener. The other day a team member said that I don’t hear what he is saying and that I should brush up on my active listening skills. I don’t know what he meant.

Can you give me some guidelines?

w&t_exclamation

I Answer

Effective listening skills are of crucial importance in business, especially if you want to hear beyond what a customer is saying. It is important to understand the difference between Passive Listening and Active Listening, for both encompass a set of skills you need in order to be effective in your communication with colleagues and customers.

w&t_binoculars

I Explain

Passive listening techniques focus on keeping the communication flowing. It encourages the speaker to open up.

Passive listening

  • Pay attention to the speaker.
  • Avoid judgmental or defensive responses.
  • Exert mild pressure on the speaker to keep on talking, explaining and elaborating.
  • Create the space the speaker needs to verbalize his real needs, opinion or doubts.

Acknowledgement

Can simply be done by nodding the head and leaning forward, or through the use of expressions like:

  • “I see”
  • “Yes…”
  • “Hmm…”
  • “Really”, etc.

Avoid evaluative acknowledgments like:

  • “That’s good!”
  • “Excellent!”
  • “Your right.”, etc.

Door openers

Door openers are responses from the listener that encourage the speaker to open up to talk about their needs, expectations, concerns, doubts and fears:

  • “Tell me more about that..”
  • “Help me to understand what you are saying regarding…”
  • “I’m interested to hear what you think of…”
  • “I’d like to hear what you feel about…”
  • “I’d like to hear what you are saying about…”
w&t_elephant

I Advise

Listening is not about keeping quiet, it’s about getting involved in what the speaker is saying and facilitating additional communication.

w&t_question

I Ask

And what about Active Listening?

w&t_exclamation

I Answer

Active Listening is about ensuring that the receiver in the communication decodes the message transmitted by the sender correctly. Active listening closes the loop in communication, providing feedback to the sender.

The active listener verbally shares impressions or understanding with the sender by paraphrasing back perceptions of the message.

w&t_ch5_o_productive-listening

The following phrases may be used when you want to check your understanding and you wish to create the opportunity for the sender to correct you if you have missed the point, or to elaborate further on the sender’s needs, expectations, doubts, etc.

When you are certain you understand what has been said:

  • “What I hear you saying is…”
  • “From your point of view…”
  • “I’m picking up that you…”
  • “As you see it…”
  • “What I really hear you saying, is that…”
  • “It seems to you…”
  • “You feel…”

When you are less certain that you understand, the following creates the opportunity for the sender to correct you:

  • “I think I hear you saying…”
  • “I wonder if I am correct when I say that…”
  • “It appears you..”
  • “I’m not sure I’m wrong with you but…”
  • “Correct me if I am wrong but…”
  • “Is it possible that…”
  • “Let me see if I understand you…”
w&t_elephant

I Advise

I trust you understand what was meant by Listening beyond what the customer is saying.

Acting upon this information is the true key to agility in business.

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