1. Personality Development and Soft Skills.pptx

Personality Development and
Soft Skills

Exercises
• Write 20 strengths and 5 weaknesses of yours categorizing as
Physical, Mental, Emotional, Behavioral and Technical.
• Write a note on yourself without (excluding your family
information, academic qualification, and strengths and
weaknesses as we have already discussed).
• GDs on abstract topics like:
– Small is Beautiful
– Size does matter
– Smart work v/s Hard work
– Food is more important than Ethics
– Happy v/s Successful
– If I was the Prime Minister of the Nation

Exercise
• Speech on a topic and Video production to be done by the
student.
• Voice over by student on existing video.
• Preparing the answer of the Interview question ‘Tell us about
Yourself’ and present in front of all.
• Identify your 5 year plan and write down in notebook.
• Read a Book (exclude Textbook) and write your observation in
500 words.

Same but different
• In some ways we are all the same. We all have the same
human nature.
• We share a common humanity. We all have human bodies
and human minds, we all have human thoughts and human
feelings.
• Yet in other ways we are all completely different and unique.
• No two people are truly alike. No two people can ever have
the same experience of life, the same perspective, the same
mind.
• Somewhere between these two – our common humanity
and our unique individuality – lies our personality.

Personality
• Personality is about our different ways of being human.
• How we are all variations on the same themes. How the
human nature we all share manifests in different styles of
thinking, feeling and acting.
• Just as human beings can differ a great deal in terms of their
physical traits (i.e. height, weight, hair, and so on), they also
differ in terms of mental and behavioral traits.
For example, some people are talkative and outgoing,
while others are quiet and reserved.

“Your personality style is your organizing principle. It propels you on
your life path. It represents the orderly arrangement of all your
attributes, thoughts, feelings, attitudes, behaviors, and coping
mechanisms. It is the distinctive pattern of your psychological
functioning – the way you think, feel, and behave – that makes
you definitely you.”
- The New Personality Self-Portrait by Oldham and Morris

• Personality refers to an individual’s characteristics, style,
behaviour, mindset, attitude, his own unique way of perceiving
things and seeing the world.
• Genetic factors, family backgrounds, varied cultures,
environment, current situations play an imperative role in
shaping one’s personality.
• The way we behave with others reflects our personality. An
individual with a pleasing personality is appreciated and
respected by all.

Effective Communication
Communication, whether oral or written, is all about understanding .
The aim should be to communicate a message successfully so that it is
received as it is intended by the sender, without any misunderstanding.
Effective communication can be achieved by having a thorough
knowledge of communication cycle.
To be more effective, communication should possess certain qualities. It
should be intentional as well as unintentional, dynamic as well as
systematic so that the two participants i.e. Sender or transmitter and
receiver or audience exchange ideas and information , and influence
each other in the process.
Most jobs need good communicators, people who can express
themselves clearly and positively, both verbally and in writing. It’s one
of the key ingredients of success. Having good communication skills in
the workplace is all about being able to convey information to people
clearly and simply.

Skills required for Effective Communication
• Transmitting and receiving messages clearly
• Being able to understand or read (i.e. psychology and behaviour) the audience
• Being empathic (this helps to understand how others will interpret your words
and behaviour)
• Giving and understanding instructions
• Learning new things
• Make requests, ask questions and convey information with ease
• Adapt yourself to new and different situations
• Have difficult conversations with ease
• Be a good listener
• Avoid and resolve conflict
• Compromise to reach agreement
• Positive body language (Open hand, good eye contact, plenty of smiling, good
posture, etc.)
• Respect for other’s personal space
• Establish trust and rapport with people (this means people not only have more
confidence in you, but will want to listen to and work with you)
• Good oratorical skills and command over language
• Clear diction, strong vocabulary,

Effective Communication Skills in Personality
Development
• Communication helps individuals to express themselves in the
most convincing way
• People with great communication skills tend to have a better
and impressive personality
• Effective communication skills strengthen the bond among
individuals
• Speaking convincingly helps the other person to understand
what you intend to communicate
• Take care of the body language, this shapes the individual’s
personality and give confidence to the person
• Be very particular about the pronunciation of words
• Be a good and patient listener for effective communication
skills

• A highly confident speaker is viewed as being more accurate,
competent, credible, intelligent, knowledgeable, likable, and
believable than the less confident uncertain speaker.
• If one is truly excited about their subject, that feeling will
shine through any nervousness one may have while they are
giving their presentation. Studies show that people who label
their anxiety as excitement end up feeling more comfortable
speaking.
• ‘Being yourself’ is the most important trait of effective
speakers.

Principles of Effective Communication
If communication are to be effective then certain principles should be
followed. These principles of effective communication are as follows:
1. Principle of Simplicity: The message prepared for communication should
be simple and easy to understand. Common words and simple sentences
should be used.
2. Principle of Clarity: The message prepared for communication should be
clear. An ambiguous message will not be able to make effective
communication.
3. Principle of Brevity (Concise): The message should be concise in nature.
The reader may feel disturbed in receiving a long message. So, only
necessary information should be given in the message.
4. Principle of Planning: Before preparing any message, the sender should
plan for the message and after that, he should plan for selecting media
and process of sending the message to the receiver.

• Principle of Accuracy: The facts and information provided in the message
should be accurate. Any wrong information in the message may create
confusion. As a result, communication failure may occur.
• Principle of Objectivity: Communication can be effective when it is
purposeful. It is required that both sender and receiver must know about the
objectives or purpose of communication.
• Principle of Attentiveness: Effective listening is important in effective
communication. The receiver should be attentive while receiving any
message.
• Principle of Relevancy: The subject matter of communication should contain
relevant information. Irrelevant and unnecessary things should be eliminated
from the subject matter of communication.
• Principle of Feedback: Sending of message is not sufficient for effective
communication. To be effective, a feedback from the receiver is essential.
• Principle of Time Consideration: The sender should consider the proper time
for effective communication. If communication is not made in time, its
effectiveness is lost.
• Principle of Language Control: Control of language is important for effective
communication. The sender should be careful in selecting words and framing
sentences.

Essentials of Effective Communication
• Extend knowledge by reading
• Identify the objective of the communication
• Think and plan before speaking or writing
• Command over language
• Know well the audience
• Adequate knowledge of human psychology
• Know the circumstances in which the communication takes place
• Use appropriate language and words
• Create self-interest to the receiver
• Imagination and perception is required
• Cheerfulness is required
• Mannerism and Etiquettes
• Be open-minded to other’s ideas
• Sincerity and accuracy of facts

• Know the recipient’s reaction to the communication
• Select appropriate media
• Listen carefully and intelligently
• Consider the best time for the communication
• Keep the channel of communication always open
• Communication should be controllable
• Obtain feedback to ensure the effectiveness of the communication
• Set and maintain high standards in the method of communication (in
terms of language and presentation)
• Trust and confidence to be developed

7 Cs of Effective Communication
• Clarity
• Completeness
• Conciseness
• Consideration
• Courtesy
• Correctness
• Concreteness (definite and specific)
7 Cs will be followed in all i.e. effective speaking, effective
listening, and effective writing.

Effective Speaking
Communication, whether oral or written, is all about
understanding. In the oral communication, the speaker’s aim
should be to communicate a message successfully so that it will
be received as he intended, without any misunderstanding, then
it will be known as ‘Effective Speaking’.
Effective speaking concerns being able to speak in a public
context with confidence and clarity. It is simply a persuasive
conversation developed and adapted to fit the occasion, further a
special purpose, and suit the people who listen.

Techniques for Effective Speaking
• Breathing: Everyone breathes. It’s one of the most natural things
we do. There are some special ways to breathe that makes our
voice better. Some of the instructions are given below:
1. Sit forward in a chair and let your stomach muscles relax.
2. Breathe in through your nose and imagine that you are a vessel filling up
with air as you would pour water into a vase. Fill up your abdomen first,
then your lower ribs (you should feel them expand) and then all the way
up to your chin.
3. Hold this breath for a count of ten.
4. Now exhale slowly. As you exhale, keep your ribs expanded and tighten
your abdomen as you would if you were doing a ‘crunch’.
5. Repeat. Once you have mastered the exercise sitting down, practice
incorporating it into your speaking and singing. You may need to do it
slowly at first until you can coordinate all the actions smoothly.

The key thing to remember is that breathing should be low and
expansive. If you do the exercise correctly, your stomach will go in
while your chest stays out and expands. Practicing this technique
will provide many benefits, including:
• Awareness of your breathing will enable you to breathe more
effectively.
• Proper posture for breathing creates a confident, strong
appearance.
• Deeper breathing makes you feel more confident and strong as
well. Andrew Weil writes, “You cannot always center yourself
emotionally by an act of will, but you can use your voluntary
nerves to make your breathing slow, deep, quit, and regular, and
the rest will follow.”
• Deep breathing decreases tension and helps to focus intellectual
activity. Proper breathing technique helps an speaker to remain
calm on the floor.

Breathing and Vocal Variety
• It is advised to an speaker to ‘use your voice to complement your
message’.
• Ideally, you want your content to align with your delivery method
and both to align with the sound of your voice.
• Vocal variety is all about the sound of the voice and, in this case,
that vocal image is created through several aspects of your
sound, including pace, pitch, pause, and power.
I. Pace:
• Pace is the speed of your delivery of message. In general, for
vocal variety you are encouraged to vary your pace by speeding
up and slowing down appropriately for the message you are
delivering. However, some people have trouble with pacing due
to poor breathing. If you speak too quickly, or if your speaking is
labored or too slow, consider the following:

– Speaking too fast is often the result of not stopping to breathe
often enough.
Solution: To slow down your speaking with the breathe, consciously
take a breathe before you begin. Remember to stop and breathe
between ideas. The next time you practice a presentation, take
time to inhale and exhale deeply five times before you start to
speak. Then take one more deep breathe and exhale vigorously into
your first words.
– Speaking too slowly can also be caused by not taking in and using
enough air.
Solution: Not using enough air can cause a person to sound dull
and lifeless. This may also be caused by poor posture. Practice the
breathing technique mentioned above, paying special attention to
posture. Be sure you move that air with the abdominal muscles as
you speak. Overdo the latter when you practice so you really feel
the breathe in the sound. By breathing deeper and then using all
the air in your sound, you create a more energetic sound and you
feel more energized too.

II. Pitch:
• Pitch is determined by the notes we use when we speak. Yes, we use
notes when speaking just as we do for singing. Speaking notes,
however, are random, informally ordered, and usually of shorter
duration than notes we sing. To create vocal variety, one uses different
pitches to make their sound more interesting. Sometimes problems
with creating variety in pitch can be result of poor breathing
technique. Here are two such problems, their likely causes, and some
ways to fix them:
– A voice that is too high-pitched and thin can be the result of shallow
breathing, i.e. without abdominal expansion and support.
Solution: The solution to shallow breathing is to relax the abdomen and drop
the air in lower. This also relaxes the larynx so it doesn’t ride so high. A high
larynx can create a higher, thinner sound.
– If your voice sounds squeezed or strained, or too low, you may not be using
all the air you take in.
Solution: You can improve a strained sound by practicing a breathy sound and
then gradually adding more and more vocal sound to it. This can be called as
‘energizing the voice’. It also has the effect of making pitch variety much
easier to achieve because the voice becomes free to move and create more
pitches. If you do this correctly, you will definitely feel the freedom in your
voice.

Some tongue twisters:
• The blue bluebird blinks.
• Three free throws.
• Strange strategic statistics.
• Freshly fried flying fish, freshly fried flesh.
• Accents
– Exercise: Try recording your own voice in an informal
setting, like at home. Then listen carefully to how your
sound in order to become accustomed to your own voice.
You might also note any aspects of your speech which
reduce the overall effectiveness of your message.
• Finding your voice
• The effect of breath on voice and speech
• Vocal production

Requisites for Effective Speaking
• Think clearly what to communicate
• Make clear about the objective
• Know well the audience
• Command over language
• Clear pronunciation
• Precise form of message
• Appropriate word choice
• Logical sequence
• Avoid hackneyed phrases (like, generally, etc.)
• Natural voice
• Adjusting the speech according to the needs of listeners

• Adequate knowledge of human psychology
• Cheerfulness
• Sincerity and accuracy of facts
• Timing of communication
• Ensure whether properly received at the other end
• Proper facial expressions and gestures
• Using visual aids
• Comfortable posture
• Eye contact
• Natural Movements
• Voice Modulation
• Pauses
• Feedback or follow-up

Types of Speaking
• Informative: Informative speaking generally centers on talking about
people, events, processes, places or things. This speech imparts
information on a particular topic or issue. Business presentations,
seminars, class presentations are some examples of informative
speeches. A person preparing for an informative speaking has to
research the subject or topic very well.
• Persuasive: Persuasive speaking is the type of speaking in which the
speaker is trying to persuade or convince the audience about an idea or
product. These speeches aim to influence and change the opinions of
the audience.
• Special Occasion: Speaking on Special Occasion aims to pay tribute or
praise a person, an institution, an event, idea or place.
• Entertainment: This form of speaking is usually given at weddings,
parties etc. The entertainment speaking can be humorous, touching or
emotional, as per the occasion and the mood. However, one should
take utmost care of not to hurt feelings by making snide (i.e. false or
sarcastic) remarks about people.

Effective Listening
Listening is an important part of the process of communication. It
means making effort to get the full meaning of speaker’s message.
It involves not only understanding the content of the message, but
also understanding the feeling of the speaker. Understanding the
feeling is called ‘Empathy’ or ‘Effective Listening’.
Listening is a positive activity and it needs a good deal of
hardwork. It involves effort and self-discipline to listen attentively.
It is the responsibility of the speaker to make effort to be
understood, similarly the listener has the responsibility to be
attentive and to make effort to understand the message conveyed
by the speaker.
The success of any seminar, meeting or function also depend on
this fact. If there is no listening in a communication, it will be only
a wastage of time and energy of the speaker and organizers.

The meaning of ‘listening’ must be understood different from
‘hearing’. Hearing is just a part of listening. Listening means
understanding the message properly. For example, if a person
gives a message to some rural person in English then the
message was just heard not understood. Thus, it cannot be
called ‘listening’, because listening means ‘decoding’. The
process of listening starts with receiving the message and
ends with understanding and reacting to the message.

Types of Listening
• Content Listening: Under this type of listening the message is
easily understood and the message is also preserved in the written
form.
• Active Listening: This means listening and having new ideas crop
up in the mind on the same subject.
• Pretending Listening: Under this type of listening the audience’s
facial expressions and gestures reveal whether he has got the
message or not.
• Attentive Listening: In this type of listening the audience pays full
attention to the message.
• Selective Listening: In this type of listening only the selected part
of the message is retained / paid attention to, whereas the
unnecessary details are chopped off.
• Critical Listening: In this type of listening the message is analyzed
and evaluated.

Requisites for Effective Listening
• Message retention
• Full attention to the speaker’s message
• Listening without arguments (put the speaker at the ease)
• Evaluation after complete listening
• Verification of reliability and truthfulness
• To be unbiased
• To find out the points of common interests
• Acceptance to change (ready for a flexible approach of learning)
• Proper eye contact
• Show a desire to listen (no disturbance through topping with foot or a pencil,
shuffling of papers, attending to other works, etc.)
• To note the main points and get them checked for correctness
• Keep an open mind (avoid any pre-judgement before listening to the speaker)
• Timely clarification
• Focus and Self Discipline
• Courtesy

Elements / Characteristics / fundamentals of Effective
Listening
• Clarity of thought (through getting the meaning of message in
a proper way)
• Positive attitude
• Concentration
• Self-Discipline
• Courtesy (a good listener should admire and respect the good
ideas of a speaker)
• Eye contact (while listening a speech, a listener should make
relationship with speaker through proper eye contact. It
supports listener that he is being listened)

Persuasive or Influential Skills
“Influence is not really a skill, although it requires skill. Influence is who you are
and how you are perceived by others. It is vital to be skilled at communicating
in an influential way, to understand how others think, how to connect with
them and how to persuade them.”
- Suzanne Bates
Author of Discover Your CEO Brand
“Persuasion is about creating an environment that lets two or more people find
common ground and beliefs. The fine line between persuasion and
manipulations revolves around intent. Typically persuasion has a very
positive connotation while manipulation does not.”
- D. Lakhani

Persuasive or Influential Skills
• Persuasion means one’s ability or power to influence someone’s opinions or
feelings. It means trying to influence the way someone thinks or behaves. This
is a way to influence someone to do or believe something through reasoning
or the use of temptation.
• Persuasion is the art of getting people to do things that are in
their own best interest and that also benefit the persuader.
• Persuasive skills are used to convince or influence others to follow
a course of action. It is an attempt to influence a person’s beliefs,
attitudes, intentions, motivations, or behaviors. This can be an
effective way to change the minds and behaviors of people.
• Persuasion skills are needed both in business as well as in the
private life. In business it is a crucial aspect as you have to be able
to communicate and negotiate with individuals at all levels of an
organisation and also with the external partners.

• Persuasive skills are important in many jobs, especially areas
such as marketing, sales, advertising and buying, and are also
valuable in everyday life.
• Influence and persuasion is not only for the leaders, it’s an
essential skill we all must have to strengthen the path to career
success. Persuasion and influence are one’s stepping stones
toward success, whether at the workplace or in our personal
lives – we are influencing and persuading others in different
ways.
• Think about how an advertisement or a speech persuades us to
buy the product or the idea? The whole process is not as simple
as one might think, it entails a whole gamut of emotional
satisfaction, viable presentation and clear action plan.

Types of Persuasion
• Appeal to Reason / Logic (Logos): The appeal-to-reason method uses a
logical argument, with everything about the persuasion centered in
logic and in the scientific method. This method will work best with the
types of people who need proof of something and don’t accept
arguments that are based more on faith rather than on fact.
For example, if you are trying to convince a group a scientists to
follow your belief that the earth revolves around the moon, then you
need to have a lot of proof to back it up, otherwise you will not
persuade them to your argument.
• Appeal to Emotion (Pathos): The appeal-to-emotion is not based on
proof, but on the emotions that a person feels. This can be a more
effective approach for the population as a whole, because people can
often be governed by their emotions more than by their minds.
For example, sales people use this method quite well. They will
appeal to your imagination by giving a presentation of a test drive of a
vehicle so that you can see yourself in the vehicle. Advertising and
propaganda are two other methods of using this form of persuasion.

• Appeal to Trust: The appeal-to-trust is based on trustworthiness. If
people believe and trust someone, they are more likely to persuade
them. One should show they are trustworthy in some ways. One can
also show credibility through things like their profession.
For example, we trust doctors based on their experience.
• Appeal to Credibility / Character (Ethos): The appeal-to-credibility
means convincing by the character of the person. We tend to believe
the person whom we respect. Project an impression to people that you
are someone worth listening to, in other words making yourself as
someone who is likable and worthy of respect.
• Appeal to Authority
• Appeal to Fear or Insecurity
• Appeal to Stupidity
• Appeal to Loyalty and Patriotism
• Appeal to tradition and Customs
• Appeal to Repetition

How to influence people (Tricks)
• Show genuine interest in people / Be friendly
• Remember people’s name
• Listen them
• Sincerely make people feel important
• Take care of your Body language
• Speak well / Communication skills
• Smile
• Show gratitude
• Visualize things (to help people to visualize things that how being convinced
the situation be for them)
• Ask questions
• Be aware
• Be yourself
• Show sincerity and your good behavior / character
• Help people
• Praise / Complement others
• Be brave / strong

Ways for better Persuasive Skills
• Listen: To be an effective persuader one needs to listen carefully. If you
want to be heard, then listening is vital as it gives the other person
chance to express all the wants and needs. It shows that one is not just
pursuing only their own interests. Everyone strives for benefits.
Therefore the result of the conversation should be beneficial for both
sides. In other words, win-win situation should be achieved.
• Practise: Even though one might not be good at persuading others, it is
not a huge problem. One just need to practice as much as possible. No
matter how much shy one can be, persuasion skills can be improved.
One should communicate with all different people and definitely one
will face a situation when one would like to convince the other person
about something. Try to improvise and behave naturally. The more one
communicates with people, the better one will become in persuasion
and negotiation.

• No fear: Try to eliminate all worries and fear of being
unsuccessful in their persuasion. These feelings create a
barrier for improvement. The only solution is not to think
about being unsuccessful and making mistakes, as this may
affect their mood and they will behave stiff and nervous. If
any mistake occurs in the discussion, then analyze it properly
when the conversation is over. Learn from the mistakes and
improve it.

Principles of Persuasion
Six principles of Persuasion:
• Reciprocation: (Obligation to give when you receive, be the first
to give and ensure that what you give is personalized and
unexpected) People feel indebted to others who do something for
them or offer them a gift. That’s why free samples are so
effective. Getting something for nothing makes buyers feel
obligated to purchase.
• Commitment and Consistency: People are more likely to follow
through with something if they have committed to it, verbally or
in writing.
• Social Proof / Consensus: Whether they realize it or not, people
look to others for cues on how to behave and what to believe.
• Liking: People prefer to say yes to individuals they know and like.
Research shows that people attribute talent, kindness, honesty,
and intelligence to people they find attractive.

• Authority: There is strong pressure in society for people to obey
authority figures and experts. Authority comes in many forms.
Dressing in a business suit makes one appear authoritative at
work. This helps to increase one’s authority and makes it easier to
influence others.
• Scarcity: (People want more of those things they can have less of,
it is also required to tell people the benefits of the matter/object,
what makes it unique and if they will not get it then what they
stand to lose) According to the scarcity principle, people assign
more value to objects and opportunities that come in limited
quantities or are more difficult to obtain.

Steps involved in / Process of Persuasion
In the 1930s, John Monroe developed a series of steps that he believed
were the keys to persuading another individual. The steps are:
• Attention: To get someone to listen to their argument, one needs to get
their attention. The speaker can get this in the following ways:
– Use people’s name with a tone that conveys importance.
– Use emotion to demonstrate the speaker’s position – smile, frown, be
exasperated (angry, annoy, frustrate, provoke), whatever emotion conveys the
strength of their position.
– Physical touch, if suitable, to have the level of rapport where this is
appropriate.
– Bring up a topic where the speaker know the listeners are passionate about,
but make sure that there is a valid connection so the speaker don’t seem to
changing the topic too quickly.
– Start with a statement that conveys the benefit of the speaker’s position for
the other person.

• Need: Once the speaker get the attention of the audience, they
should work on to keep it. The speaker can loose the attention
as quickly as they have it if the other person doesn’t see the
need to continue listening. To keep the other person’s attention,
the speaker has to be familiar with what is important to the
audience. This includes the following things:
– What do the audience want?
– What do they value?
– Why should they care about their side of the argument?
Once the speaker can answer these questions, they are ready to
‘hook’ the listener by focusing on what they care about.

• Satisfaction: In this step, the speaker should describe to the
listener that how their position will meet the need they
addressed in the previous step. They may have following
questions:
– Will the solution solve the audience’s problem?
– Will it prevent them from having to deal with additional problems?
– what benefits will the listener receive if they are persuaded by the
speaker’s argument.
– Or what negative consequences will they avoid?
• Visualization: Visualization means that the speaker can create a
picture for the listener of what the situation will look like once
they have been persuaded to accept their position or agree to
their decision.
• Action: Act as soon as the audience approach to an agreement,
otherwise people may perhaps change their mind. Example,
discount offers by companies to persuade people for limited time
being.

Barriers to Successful Persuasion
• Physical / Physiological barriers: this include distance,
background noise, poor or malfunctioning equipment, bad
hearing, poor eyesight, speech impediments (problems /
hindrances).
• Emotional and Cultural barriers: Emotions (anger, fear, sadness)
and attitudes (having to be right all the time, believing oneself to
be superior or inferior to others) affect objectivity, as well as the
stereotypical assumptions that people make about each other
based on cultural background.
• Language barriers: Speaking different languages, having strong
accents, using slang or jargons can affect communication and
negotiation efforts.
• Nothing or little in common with audience: When the audience
cannot relate to any of the talks of the speaker, because they
don’t share a common experience with the speaker.

• Lack of eye contact: Not making eye contact is a sure way of
raising doubt in listeners and losing their attention and making
them feel suspicious of the speaker.
• Information overload and lack of focus: Too much information
and lack of focus in the orientation of speaker can confuse the
audience and even make them wonder.
• Not being prepared: If the speaker is not prepared, if he lack the
facts, and if listeners will notice and feel let down, then they
won’t believe the speaker.
• Talking too much: When we talk that time we are not listening,
and it is required that the speaker should listen to the people
they are attempting to persuade.
• Trying too hard to persuade the audience: When we try too hard
to persuade someone, they may seem desperate, and
desperations reflects like manipulation and turns people off.
• Lack of enthusiasm: If the speaker don’t believe in their position,
product, service, or whatever they are trying to sell, they won’t
believe in it either.

Interview Skills
• An interview is a conversation where questions are asked and answers
are given.
• Interview is a social process, which involves interaction between two
persons – the interviewer and the interviewee. It gives a chance to the
interviewer to have a glimpse of the inner traits and qualities of the
interviewee.
• In a very short span of time, interviewee has to exhibit their attitude,
skills and knowledge.
• Interviews usually takes place face to face and in person, although
modern communication technologies such as internet have enabled
conversations to happen in which the two groups or parties are
separated geographically, such as with videoconferencing and
telephone interviews can happen without visual contact.
• Getting an interview is an achievement in itself. Only a small
proportion of applicants are selected for interview, so the person has
already made a positive impression to have got to this stage.

Purpose of the Interview
• To see if the interviewee match the requirements of the job. These will
naturally vary with different jobs but are likely to include:
– the personal qualities of the interviewee
– how well they express themselves
– the interviewee’s motivation and energy
• To accurately assess the competency, fit and motivation of the
interviewee.
• To verify the information of the candidate obtained through application
form, resume and tests.
• To identify the extent of the applicant’s education, work experience,
job-related interests, and other information.
• To clarify the real job needs to the candidate.
• To give the candidate necessary facts and information about the job and
the organisation.

Traits Tested in Interviews
• Technical Traits
– Subject Knowledge
– Work skills
– Finer skills
– Communication skills
– Ability to listen
– Honesty and forthrightness
• Non-Technical Traits
– Body language
– Gestures
– Dress
– Manners
– Etiquette
– Attitude

Interview Panel
• Subject knowledge expert: tests the subject
knowledge
• Management representative: tests the ability to
be a team player
• HR manager: tests the attitude and innate interest

Types of Questions asked in Interviews
• Direct Questions: These type of questions predetermine the
focus of the candidate’s answer. For example, ‘What skills do you
have that relate to this position?’. Make sure your information
should be clear and specific. These questions are easy to answer
if the candidate has researched on him/herself.
• Indirect Questions: These questions are general and do not ask
for specific information. For example, ‘Tell us about yourself.’ In
response to this particular question, the interviewee should
briefly summarize approximately four areas: education, skills, and
personal attributes. And if possible, the candidate should make
the response relevant to the job they are seeking.

• Hypothetical / Situational Questions: These questions use a problem
solving approach to determine their analytical and critical thinking
abilities. These ‘What if’ questions are presented in the form of case
examples or problem situations. The candidate will be asked to
imagine themselves experiencing a situation and then they will be
evaluated on how they would handle that situation.
The interviewee should provide their answer in a logical
sequence relating to the situation. There are many different problem
solving models. The following is merely one model the candidate
could use to shape their answer:
– Gather information
– Evaluate
– Prioritize
– Seek advice (if necessary)
– Weigh alternatives
– Make and communicate your decision
– Monitor results
– Modify if necessary

• Behavioural / Descriptive Questions: Behavioural questions offer the
opportunity to provide examples of past performance that may help
determine the future performance. Interviewers asks to the
interviewee what they did in a particular situation rather than what
they would do. For example, ‘Tell us about a time when you displayed
good leadership skills’. The answer of the interviewee could be
delivered using the STAR (Situation, Task or Problem, Action, Result)
Model.
In short, the type of questions asked under this category are
classified as under-
– Leading questions: These are questions which prompt the candidate to
answer in a particular way. Example, ‘When did you complete your MBA?’
– Open ended questions: It is asked to encourage a full, meaningful answer
using the candidate’s subject, general knowledge and feelings. Example, ‘Tell
us about your higher education.’
– Probing questions: It is asked to find out the candidate’s ability to react to a
critical situation. Example, ‘Why did you choose this company?’
– Close ended questions: It is asked to find out the candidate’s precise answer.
Generally the interviewee has to answer either yes or no. Example, ‘Can you
work in night shifts?’

Types of Interviews
• Campus Interview: Campus interviews will determine who will be
invited for on-site interviews in the Institute. The candidates must
impress the campus recruiter with their knowledge, enthusiasm and
potential.
• Screening / Preliminary Interview: Screening interviews are often
conducted on the telephone, skype or virtual form. This type of
interview is often used when an organisation is considering the
candidate to their headquarters for a full round of interview. The
candidate should tell about their technical competence as well as their
personality traits.
• Non-directed / Unstructured Interview: Non-directed interviews rely
primarily on traditional questions such as ‘tell us about yourself. What
are your career goals’. The interviewer asks a series of questions but
often without a real focus or direction. Even the interviewer may seem
unfocused, the interviewee should be very focused, although the
candidate may not control the direction of the interview, but they can
control the content.

• Stress Interviews: Stress interviews consist of questions and situations
designated to put the interviewee under stress. The purpose is to reveal that
how the interviewee will actually handle stress when it occurs on the job. The
key to surviving this type of interview is not get panic or get angry or defensive.
• Panel Interviews: In this interview setting, two or more interviewers will
interview the candidate simultaneously. Try to respond to the person who asks
each question, while maintaining eye contact with the group as a whole.
• Behavioral Interviews: In a behavioral interview, the interviewer will ask
questions based on common situations of the job the candidate is applying for.
In a behavioral interview, the interviewer wants to see how the interviewee
deals with the certain problems and what they do to solve them.
• Series Interviews
• Case Interview (Puzzle or a business problem will be given to the interviewee
to solve)
• Group Interview (group of interviewees in the session)
• Pattern / Standardised Interview: In this interview, the pattern of the
interview is decided in advance. What kind of information is to be sought or
given, how the interview is to be conducted, and how much time is to be
allotted to it, all these are worked out in advance.
• Depth Interview: Depth interview tries to portray the interviewee in depth
and detail. It covers the life history of the applicant along with his/her work
experience, academic qualifications, health, attitude, interest and hobbies.

• Competency-based / Structured / Situational Interview: Many
large graduate recruiters now used competency-based interviews
in which the questions are designed to help candidates of the
personal qualities which are needed to perform well in the job.
For example, questions may be asked like, describe a situation
where you had to -
– Show leadership
– Make a difficult decision
– Work as a member of a team
– Show initiative, etc.
• Walk-in-Interview
• Promotion Interview
• Appraisal Interview
• Exit Interview
• Reprimand Interview
• Lunch / Meal Interview

Preparation for Interview
• Physical preparation
– Properly groomed and formally dressed
• clean and well cut nails
• decent nail paint
• Less makeup
• properly combed hair
• gentle light aroma/perfume/scent
• personal hygiene
• well ironed clothes
• decent and neat footwear
• suitable handbag
• neat and formal documents folder
• less accessories

– Correct body language / posture (this develop over the years as this cannot be
changed in a short time)
• Good way of standing, seating and walking (over/under/self confidence can be reflected
through the gestures and postures)
• Check your body movements (like don’t nod head more, point fingers, improper eye contact)
• Take care to stop bad habits (like eating nails, playing with hair, making noise with pen and
chair)
– Good manners and conduct
• Wish the interviewer considering the time of the day.
– Do not offer to shake hands unless it is offered by an interview.
– Reach on time for interview.
– Keep extra copies of resume, all the documents arranged in your file.
– Do not sit until you are asked to sit down, if you are not asked to sit, ask for
permission to sit: ‘May I sit down’.
– Take care while handling the chair; it should not be dragged noisily or
clumsily.
– Sit comfortably with good posture.
– Keep mobile silent not even on vibration.
– Keep your bag on the floor near the chair, or on your lap.
– Do not put your hands or elbows on the table.
– Maintain comfortable posture throughout the interview.
– At the end of the interview thank the interviewers and wish them Good day.

• Mental preparation
– For new job seekers, it is necessary to revise subjects studied for the
completed examinations and courses.
– Knowledge in the field of specialisation must be updated.
– Take a look at your resume, and be prepared to give information about all
the items including hobbies and other interests or achievements
mentioned in it.
– Be aware of the current events, important current issues in the country or
the world. (so regular reading of newspapers, watching current affairs
news on TV and discussions on current issues are useful in being well
informed).
– Be prepared for your personal views and opinions on current issues.
– Have Information about the job for which you have applied (like duties,
task, skills, nature of job, challenges, etc).
– Information about the interviewing company (information about its
owners, directors, products, turnover, share capital, etc. may available on
the company’s website and annual report).
– Information about the industry the firm belongs.
– Be prepared with the answers of general nature of questions.

• Psychological preparation
– Balance of mind is needed to deal with the discouraging situations in an
interview
– Psychological preparedness is a part of personality and character development.
– Honesty in answering questions is the best policy, as dishonesty can be
reflected easily and will create a bad impression.
– It is better to admit inability to answer a question than to pretend and guess
answers.
– Clarity of purpose or career objective should be reflected by the interviewee.
– Salary is a topic that can be discussed in the interview, without appearing to be
bargaining.
• Self-Assessment
– Knowledge of your strong and weak points of personality.
– Self assessment should be done carefully.
– Identify your skills, talents which may be helpful in getting the particular job.
And highlight during interview.
– If possible keep proofs of your achievements with you in documents form.

Reasons for selecting a candidate
• Appears enthusiastic
• Seems to have managerial skills
• Appears to know a lot
• Has the right attitude
• Has a spark (i.e. a small amount of something such as an idea,
that has the potential to become something grater)
• Way ahead of others
• Flawless expression
• Impressing personality
• Learning kind

Reasons for rejecting a candidate
• Doesn’t have spark (i.e. zeal, passion, enthusiasm)
• Too slow
• Doesn’t listen or think
• Looks too casual
• Too confused and unclear
• Couldn’t express himself
• Doesn’t have much credentials
• May not adapt to the situation
• Poor physical appearance
• Lack of courtesy and manners
• Under or Over Confidence
• Aggressive
• Lack of Sincerity
• Lack of tact and prudence (carefulness / caution)
• Poor eye contact

• No previous or insufficient job experience
• Lack of required qualification
• Unable to do the job because of disability or religious reasons
• Not interested in job applied for
• Poor references
• Lied on application form
• Would not relocate
• Demand of higher salary than authorized

Skill
A skill is the ability to do something well.
Synonyms: Expertise, Skilful, Adroitness, Dexterity,
Ability, Prowess, Mastery, Competence, Capability,
Efficiency, Aptitude, Art, Finesse, Flair, Virtuosity,
Talent, Knack, Know-how, etc.

Types of Skills
• Labor Skills eg. Electrician, Carpenter, Baker etc.
• Life Skills deals with personal affairs or problem solving behaviours
• People Skills includes relationships of trust respect and productive
interactions, empathizing
• Social Skills includes interpersonal relations, interaction and
communication with others
• Soft Skills combination of People skills, Social skills, Emotional
Intelligence and Personal career attributes in relation to industries
• Hard Skills relating to specific task or situation and easily
quantifiable
• Mastering Skills means expertise in your specific area

Soft Skills
• A skill is the ability to do something well.
• Soft skills is the combination of People skills, Social skills, Professional
skills, Emotional Intelligence and Personal attributes (i.e. character
traits) that enable someone to interact effectively and harmoniously
with people, whereas Hard Skills is relating to specific task or situation
and easily quantifiable.
• Soft skills are non-technical, intangible, personality-specific skills that
determine one’s strengths as a leader, listener, innovator, negotiator,
and conflict mediator.
• Soft skills have become absolutely essential for the success of the
organizations and the individuals.
• These skills cannot be taught. It can be developed through proper
training and guidance.

• Soft skills are combination of - interpersonal skills, social skills,
communication skills, character traits, attitudes, personal
habits, team spirit, emotional intelligence, friendliness,
optimism, critical observation, problem solving, adaptability,
creative thinking, self motivation, time management, personal
accountability, and so on.
On the other hand, Hard skills are more related with the
technical knowledge, education, experience, and level of
expertise.

Soft skills vs Hard skills
Soft skills Hard skills
Soft skills are personal attributes that
enhance an individual’s interactions, job
performance and career prospects.
Hard skills are about a person’s skills set and
ability to perform a certain type of task or
activity.
Soft skills are personal-driven and subjective
skills, and are hard to quantify / measure.
Hard skills are teachable abilities which can
be defined and measure.
To be good at Soft skills Emotional
Intelligence or EQ (also known as our right
brain i.e. emotional center) is required.
To be good at Hard skills Intelligence
Quotient or IQ (also known as our left brain
i.e. logical center) is required.
Most Soft skills are not learnt well in school,
they are generally learnt by trial and error,
books and guides.
Hard skills can be learnt in school and from
books. We can also learn on how we can
master our Hard skills.
Soft skills are related to our personal
characteristics and traits and are difficult to
prove.
Hard skills are easy to prove with
certificates, education degree, awards, and
so on.

Soft Skills Hard Skills
Experience-based Rule-based
People-related Technological / Scientific
Attitudinal and Behavioral Industrial / Mechanical and Tools /
Techniques
Intangible Tangible
Interpersonal skills Learning a Foreign language
Teamwork Programming language
Communication Business Planning
Understanding Global Culture Financial Analysis
Public Speaking, Critical Observation and
Listening skills
Budgeting and Data Analysis
Business Etiquettes Services Solution
Leadership , Creativity and Motivation Innovation, Product Development and
Construction Engineering
Self Awareness and Empathy, etc. Relationship Building, etc.

Categories of Soft Skills
Internal Soft Skills External Soft Skills
Self confidence Collaborative teamwork
Self awareness Effective communication
Self compassion (understanding of others,
empathy)
Interpersonal skills
Accepting criticism Self-promotion
Critical thinking / Problem solving Managing conflict
Resilience (mental ability to recover from
depression, illness, misfortune)
Adaptability
Perseverance Networking
Emotional management Influence
Perceptiveness (insight, understanding,
intuition)
Negotiation
Growth mindset (understanding that abilities
and intelligence can be developed)
Expectation management

Categories of Soft Skills
Soft skills can be broken into three types of categories. They are:
• Prepare = Job Readiness Soft Skills
• Search = Job Seeking Soft Skills
• Secure = Job Keeping Soft Skills
• Job Readiness Soft Skills: Job readiness skills are the soft skills
related to the job preparation process. These should be taught
and learn well before a person enters the workforce. Job
readiness soft skills are what most people think of when they
think of soft skills, and include the following:
– Attitude: a settled way of thinking or feeling about someone or something,
typically one that is reflected in a person’s behavior.
– Communication: the imparting or exchanging of information or news.

– Planning and Organizing: the process of thinking about and organizing the
activities required to achieve a desired goal.
– Critical Thinking: the process of skillfully conceptualizing, applying,
analyzing, synthesizing, and/or evaluating information gathered from, or
generated by, observation, experience, reflection, reasoning, or
communication, as a guide to belief and action.
– Interpersonal / Social skills: the social skills we use every day to
communicate and interact with other people, both individually and in
groups, including listening, speaking, reading and writing.
– Teamwork: the combined action of a group of people, especially when
effective and efficient.
– Professionalism: the competence and demonstrated behavior expected of
a professional.
– Media rules: the main means of mass communication (email, television,
video, newspaper, internet including social media) regarded collectively,
and the rules for their appropriate use in the workplace.

• Job Seeking Soft Skills: Job seeking soft skills are the skills related
to the job search process. These skills need to be taught and
learned in order to successfully find, apply, interview, and accept
a job.
• Job Secure Soft Skills: Job secure soft skills are the skills needed
to secure and keep a job.
When an individual combine the soft skills included in
job readiness, job seeking and job securing / keeping, the person
acquires the employability skills. Employability skills are the
essential soft skills that involve the development of a knowledge
base or mindset that is mindset that is increasingly necessary to
be hired in today’s workplace.

Significance of Soft Skills
• Soft skills helps to excel in the workplace
• Hard skills are of no use without soft skills
• Soft skills are harder to learn
• Now workplaces values interpersonal
• Customers demand soft skills
• Helps to make relations better at the workplace

Practicing Soft Skills
• Have a positive attitude
• Be a team player
• Communicate effectively
• Raise confidence
• Develop creative skills
• Accept and learn from criticism
• Motivate yourself and lead others
• Prioritize your to-do list
• Visualize things

Know Yourself / Self Discovery
Exercise
Casual / Fun questions for knowing basics of yours:
• Do you know your name
• Do you know what course are you pursuing
• Do you know what papers are you reading
• Do you know your home address
• Do you know your parents
• Do you know your friends
• Do you know what color you like the most
Specific questions to know about you:
• Do you know where your happiness lies
• Do you know what makes you sad
• Do you feel insecure for certain things
• Do you feel worthiness in yourself

• For how many times we do the Self-Talk (this raises questions
and doubts in mind)
• Remember there is no worthiness when you feel insecure
inside.
• Human nature looks comfortable in familiarity.
• Spirituality is being comfortable in the unknown.
• And for how many times you Listen to yourself (this gives you
purpose, gives you relief, and gives an answer to all our
problems, and peace of mind comes out of it; that’s why we
said God is within us)
• When we listen to our self we are being more connected with
our soul, spirit, and our own self; and then it is called as
Spirituality.

Self
“Your vision will become clear only when you can look into your
own heart. Who looks outside, dreams; who looks inside,
awakes.”
- Carl G. Jung
• The journey of knowing the Self starts with the word ‘Self’, which
means to identify and understand one’s behavior, thoughts,
emotions, feelings, perception and so on. Self means the basic
nature, personality and beliefs of yours. Not as what you have
been told by others, but what you have discovered for yourself.
The process of knowing the self is a life-long journey.
• SELF can be understood as Spiritual Enlightenment through
Learning and Focus within a person.

Dimensions of the Self
• The Body
• The Personality
• The Dream
• The Emotion
• The Conscious mind
• The Subconscious mind
• The Inner Ego
• The Outer Ego

Significance of Know Your Soul / Self
• To know your true potential: The process of knowing your life’s
purpose involves identifying and unlocking your soul’s gifts which
will lead you to living your highest and true potential. Our natural
talents are what we are born with. Our natural strengths or soul
gifts create a strong foundation for strengths to be developed
upon. It is far easier to turn your natural talents into strengths by
developing them further with practice and further learning than to
develop strengths that are not aligned with your natural talents or
soul gifts.

• To open yourself to possibilities and opportunities: If you know
and follow your life’s purpose you will open yourself up to
possibilities and opportunities you never would think possible
through synchronicities and coincidences. As your soul steers you
on the path of your life’s purpose you start to receive inner
guidance that influences your choices so that you may end up in
the right place for the right opportunity to present itself to you at
the right time. The more aligned your work is to your life purpose,
the more success you will achieve with little effort on your part as
synchronicities will work to get you what you need at the right
time and place. Being on purpose and using your soul gifts will
get you connected to life source so that you are ‘in the flow’ and
what you needs shows up in your physical reality with little or no
effort on your part.

• To know your passion for life: for those of you who have run
away from their life’s purpose may feel that they have lost their
mojo, their passion for life, for their work and they just don’t
know why. You may feel tired and fatigued for no reason. You
may feel joyless. The biggest lesson one can learn during their
life journey is that choosing a path or career just because you
think it is safe and that it will make you money to keep you
secure will eventually be deadly to your soul. When you find
your life’s purpose and aligned your work to it you feel alive,
your passion for life will be ignited and it will radiate within you.
You will start living on your own terms and feel excited to do
what you love for living. This will transform your life inside and
out.

• To create your own value: doing the work you love that is
aligned to your soul’s purpose will lead you to success and
enable you to attract abundance with ease. You will be
creating value using your soul gifts and talents and you will
have a deeper sense of meaning in life.
• To make a real contribution in the world
• To bring an overall improvement in all your relationships
particularly your closed ones
• To positively influence your health and wellness: You feel
energized and passionate when you find and start to fulfill
your life’s purpose. Living your life’s purpose gives you more
control over your life and happiness, hence, reducing the
stresses on your body systems.

Know Yourself / Thyself
Self Discovery
• Know Thyself is a term coined by the great Greek philosopher Socrates
meaning ‘Know yourself’.
• Know yourself is the process of ‘understanding the Self’,
on deeper levels.
• Knowing yourself means identifying and respecting one’s
values in life, beliefs, personality, priorities, moods,
habits, body, and relationships.
• Knowing yourself is a journey. It is a life long process. One
needs to remove all of the multiple personalities that
they put on for different people and at different times.
• One needs to get down to the core of their essence and
then they need to get rid of their own false self-images
and delusions.

• One must live their life in search of identifying their true self, i.e.
understanding their strengths and weaknesses, their passions and
fears, likes and dislikes, tolerances and limitations, desires and
dreams.
• To understand others first you need to understand yourself.
• Therefore, one needs to discover and become their own true
person, not what others perceive them to be; and also not what
they believe they must be, but the person that they truly are.
• Knowing yourself means being true to oneself and knowing one’s
own purpose in life.

Know Yourself / Self-Discovery
Knowing yourself is not about the skimming the surface
like finding a favorite color or music one may like. Knowing
yourself is about delving much deeper.
Knowing yourself is a journey. It is about discovering who
one is as a human being – the real you. The journey is
unpredictable and engages one deeply as it brings us face-to-
face with our deepest fears, self-doubts, vulnerabilities
(susceptible or weak) and insecurities.
In this journey, one may question themselves that how
they are living their life and whether or not it is in alignment
with their highest purpose. And if one don’t know their
highest purpose, allow themselves to live in that space of not
knowing. The journey around knowing yourself can be
challenging, however it also changes over time, considering
the saying “This too shall pass”.

Knowing yourself means giving yourself permission and not
knowing whilst unraveling the deeper truth of who you are. It is
about listening to a deeper calling and wisdom within, whilst
following your heart. Knowing yourself is about being aware of
your core values, priorities and dreams.
Knowing yourself means respecting (but not attaching to) our
strengths and weaknesses, your passions and fears, your desires
and dreams, your thoughts and feelings, your likes and dislikes,
your tolerances and limitations.

Importance of Knowing Yourself
“We know what we are, but know not what we may become.”
- William Shakespeare
• Helps to control emotions (knowing yourself helps you to take
control of your emotions and helps in decisions and choices when
you are in an emotional state)
• Helps to reach one’s goal
• Helps to reach better decisions
• Helps to improve relationships
• Helps to realize and improve one’s full potential
• Helps to experience happiness and joy
• Helps to gain a sense of self awareness

What to Know about Oneself?
• Get to know the personality
– Who are u behind your name?
– What are your traits?
– Who are you among friends?
– What persona do you portray to the outside world?
• Get to know the core values
– What values you can never compromise?
– Is it honesty, integrity, security, flexibility?
– Is it wisdom and learning, financial comfort, fun?
– Is it excellence, responsibility, ambition, innovation,
improvement?

• Get to know the physical traits
– How well do you know your body?
– How well do you know your abilities and
limitations?
• Get to know the dreams
– Believe it your dreams are important.
(Daydreamer)
– Make your dreams part of your daily pursuits.
– Work on your dreams.
– Glorify them instead of hiding them.

• Get to know the likes and dislikes
– What do you like, and just as important, what do you
dislike?
– Lot of people go through life liking what’s popular and
disliking what’s not popular or ‘cool’. Don’t do that.
– Take time to define your likes and dislikes. But decide.
– This takes guts to define your likes and especially your
dislikes. For eg, it may be impolite to dislike spending 3 hrs.
with extended relatives, but if you keep doing, will
frustrate you.

Process to Know Yourself
I. Be conscious of yourself
• Write down your major goals you achieved and you want to
achieve.
• Write down the events that happened in your life and that have
affected you mostly.
• Analyze your negative past experiences, and focus on what you
have learned from them.
• Create your opinion for the world around you.
• Think what you believe to be good and bad.
(Remember writing will give you clarity in thoughts and you will be able to
identify your issues. Your thoughts should not be influenced by anyone
else’s thoughts. Your opinion should be your identification only. And
somehow this will help to shape your personality. This is also a tool for
awakening your consciousness)

II. Develop your trust on yourself
• Be patient with yourself
• Develop your trust on your feelings
• Develop confidence on your abilities
• Show trust on your decision making and judgement
• Learn through your mistakes
• Take responsibility of the tasks assigned to you (whether that is
household or official)
III. Develop your moral conduct
• Overcome your bad habits (like overeating, gossiping lot, playing
with hair all time, biting nails, smoking, etc.)
• Create a forward approach in life
• Organize your world i.e. keep your things in order (like organize
your room, do your assignments, resolve fights with your friends
or siblings)

IV. Spare (i.e. reserve) time with yourself
• Go for a long walk and think about yourself
• Solitude brings confidence and makes you independent and self-
sufficient
• Bring creativity in your approach
• Seek your passion (that is worthy of your best efforts, sacrifice
and emotions)
• Look for a right mentor (your soul can also be your mentor) (to
help you to hit the unavoidable troubles that comes to your way)
V. Sort out your Career Path
• Find yourself by taking an interest in what you love to do.
• Think about what you like and dislike to do
• Identify the careers that excite and energize you, and also helps
you to move on that path

VI. Change your perspective
• Accept the fact that some people will think poorly of you no
matter how best you are (don’t try to please people, don’t be a
needy to be loved by all)
• Stick to your own abilities and your own self
VII. Abandon the negative
• Make a conscious effort to minimize your negative thoughts and
views
• Develop positivity and bring the sense of happiness
• Be open to new experiences and new people
• Ask yourself difficult and far-reaching questions, and answer
them (if I would be the CEO what will I do and why?) Record your
answers also.

VIII. Act upon your discovered self
• Whatever you have decided you want to be or do, then start
being and doing it now
• Be ready for dear-ends (you should not be affected by the hit
and trials, after all life is a journey and you should forward)
• Ultimately Serve people and community (this is the only thing
which gives fulfillment to your life)

Methods for Knowing Yourself
• Maintain personal diary
• Practice Meditation
• Do Exercise regularly
• Go for walk regularly (in solitude you feel
independent)
• Do some riding or driving
• Do some outings for sight seeing
• Develop some hobbies
• Develop new interests

Personal / Self SWOT Analysis
• SWOT stands for Strengths, Weaknesses, Opportunities, and
Threats.
• The SWOT analysis was first devised as a business tool in the
1960s by business icons Edmund P. Learned, C. Roland
Christensen, Kenneth Andrews and William D. Guth.
• In 1982, Heinz Weihrich took it one step further, constructing a
2-by-2 matrix to plot out the four quadrants for easy
comparison. Strengths and Weaknesses were across the top,
and Opportunities and Threats in the bottom row. This remains
the most common and effective way to conduct the analysis.
Honesty is crucial, or the analysis will not generate meaningful
results.
• A personal SWOT analysis is a tool to evaluate the past, present,
and future position of a company.

• SWOT can help people to become best versions of
themselves. When conducting a SWOT analysis, think about
what you want out of it.
• To conduct the analysis, ask yourself questions about each of
the four areas being examined. Honesty is crucial, or else the
analysis will not generate meaningful results.
• SWOT analysis is short and simple process to the participants.
It is a creative method of self-assessment to help an individual
to assess where their career or life is and where it could go.

Elements of SWOT analysis
• SWOT analysis is a way of looking at your situation by
identifying:
– Strengths (Internal), are those areas where you have an
advantage over others, or you possess some unique traits
than others.
– Weaknesses (Internal), are those areas where you may be
weaker than others, and may find that others can do
better than you.
– Opportunities (External), are the possibilities that you can
take advantage of to help you achieve your goals and
ambitions.
– Threats (External), are the things that may prevent you
from achieving your goals.

Determine the outcomes of SWOT analysis
• One can evaluate the results of SWOT analysis using two popular
methods.
– Matching: Matching means connecting two of the categories to determine
a course of action. For example, matching strengths to opportunities shows
you where to be aggressive and take action. On the other hand, matching
weaknesses to threats exposes those areas you should work on or
situations to avoid, and let you know where to be more defensive of your
position.
– Convert: Convert means to turn negatives into positives – in other words,
converting your weaknesses into strengths, or threats into opportunities.
This can mean growing a skill set through education or finding a creative
way to feature a weakness as a strength. For example, if you are very
outgoing, working in an introspective and isolated environment may not
suit you very well. But if you can work toward a position, such as sales, in
which you interact with many people, that weakness turns into a strength
and could allow you to excel.

Categories for Self Strengths and
Weaknesses
• Physical
• Mental
• Emotional
• Behavioral
• Technical

Categories for Self Opportunities and
Threats
• Required Education
• Family Support and Commitments
• Technical know-how
• Awards and Achievements
• Financial Freedom
• Surroundings and Social Environment

Personal / Self SWOT Analysis
• Strengths
– How do your education, skills, talents certifications, and social
connections set you apart from your peers?
– What would your boss or coworkers / others say are your
strengths?
– What values or ethics do you have that your peers often lack?
– What achievements are you most proud of?
• Weaknesses
– Where are your education, training, or skills lacking?
– What would your boss or coworkers / others say are your
weaknesses?
– What are your negative work habits and personality traits?
– What do you avoid because you lack confidence?

• Opportunities
– What trends are affecting your industry?
– In what areas is your industry growing?
– How could new technology help you to advance?
– How could your social connections help you?
• Threats
– What obstacles do you currently face in your career?
– Who is your competition?
– Will new technology or certifications demands slow your
progress?
– How is your job or industry changing in ways that could affect
your advancement?

Significance of Self SWOT Analysis

Categories for Self Strengths and Weaknesses
Physical Mental Emotional Behavioral Technical
Strengt
hs
Weakn
esses
Strengt
hs
Weakn
esses
Strengt
hs
Weakn
esses
Strengt
hs
Weakn
esses
Strengt
hs
Weakn
esses

Categories for Self Opportunities and Threats
Opportunities Threats

Exercise
Set aside at least 30 minutes, with no distractions, before
you start. If you feel that you are too busy to spare even 30
minutes, consider that 30 minutes is a minuscule investment
for an output that will turn your whole life around.
Exercise #1: Consult your inner self
• The exercise to discover your purpose is summarized in
4 easy steps:
• Equip yourself with a pen/paper or word processor. Do this
when you’re be yourself.
• Answer the question: ‘What is my life purpose?’
• Write all thoughts pop in. All of them, including
miscellaneous ones. For every thought that pops in,
continue asking that same question.
• Keep doing it until you reach the final thought of your mind.

Tips to help you to get your answer
• Write whatever comes to your mind
• Do not over think. Don’t filter
• Having no thoughts is just a mid-point
• You may feel lazy, drowsy or uninterested but don’t stop your inner search
• Write the imposed purposes which accumulates your mind
• Write your doubts/fears
• Write down the things/activities you like
• Don’t be frustrated if you are not getting anywhere
• Take a break, and do it later if you need
• Use different sittings to get your answer
• Do not stop writing
• Get to the core, uncover the answer it is there inside you waiting to be uncovered
• Get to the answer that evokes your strongest emotions and resonates with the depth of your soul
• You will feel overwhelmed when you reach your core inside
• Just refine it
• You will have a mixed emotion of satisfaction, happiness and sorrow
• Do this again to check your right emotion
• If that is truly the answer, it will come up again
• You will feel happy and relaxed , then set the mission of your life
• The answer truly connects with your heart and soul

Emotional Intelligence
Developing strong ‘People skills’
We probably all know people, either at work or
in our personal lives, who are really good
listeners. No matter what kind of situation we’re
in, they always seem to know just what to say –
and how to say it – so that we’re not offended or
upset. They’re caring and considerate, and even
if we don’t find a solution to our problem, we
usually leave feeling more hopeful and
optimistic.

We probably also know people who are masters at
managing their emotions. They don’t get angry in
stressful situations. Instead, they have the ability to
look at a problem and calmly find a solution. They’re
excellent decision makers, and they know when to
trust their intuition. Regardless of their strengths,
however, they’re usually willing to look at themselves
honestly. They take criticism well, and they know when
to use it to improve their performance.
People like this have a high degree of emotional
intelligence, or EI. They know themselves very well,
and they’re also able to sense the emotional needs of
others.

Emotional Intelligence
We all have different personalities, different wants and
needs, and different ways of showing our emotions.
Navigating through this all takes tact and cleverness –
especially if we hope to succeed in life. This is where EI
becomes important.
EI is the ability of individuals to recognize
their own emotions and those of others. This is
the ability to realize how our emotions affect
people around us. It also involves our perception
of others, i.e., when we understand how they
feel, this allows us to manage relationships more
effectively.

Emotional intelligence ‘EI’, also known as Sthitaprajna, is a
self-perceived ability to identify, assess and control the emotions
of oneself, and of others. The concept of EI, was being
popularised, for the last few decades or so has been the part of the
Hindu psyche, imbibed from Shrimad Bhagwad Geeta, in which
Lord Krishna guides Arjuna whose emotions had hijacked his
intelligence when he saw his relatives standing in the opposing
armies of the Kauravas in Kurukshetra. He had no desire left for
victory, kingdom or pleasure. Then the Lord Krishna elucidates
the concept of Sthitaprajna to him.
It means a person of steady wisdom, a person whose
intelligence (vivek) is always in complete command of his senses,
a person who has the capacity to stand apart and be independent
of feelings or emotions.

Origin of the term ‘Emotional Intelligence’
Since 1990, Peter Salovey and John D. Mayer have
been the leading researchers on Emotional Intelligence. The term
‘emotional intelligence’ seems first to have appeared in 1964 in a paper
by Michael Beldoch. The first use of the term ‘EI’ was usually attributed
to Wayne Payne’s doctoral thesis, ‘A Study of Emotion: Developing
Emotional Intelligence’ from 1985.
However, the concept of ‘EI’ is popularized after the publication of
psychologist and writer Dr. Daniel Goleman’s book ‘Emotional
Intelligence: Why it can matter more than IQ’ in 1995. Thus, Daniel
Goleman is known as the ‘Father of EI’. Dr. Goleman described
emotional intelligence as a person’s ability to manage his feelings so that
those feelings are expressed appropriately and effectively. According to
Goleman, emotional intelligence is the largest single predictor of success
in the workplace.

EI links strongly with concept of love and spirituality – bringing compassion and
humanity to work, and also to ‘Multiple Intelligence’ theory – which illustrates and
measures the range of capabilities people possess, and the fact that everybody has a
value. Emotional Intelligence is the area of cognitive ability that facilitates
interpersonal behaviour.
EI is increasingly relevant to organizational development and developing
people, because the EI/EQ principles provide a new way to understand and assess
people’s behaviours, management styles, attitudes, interpersonal skills, and
potential. EI is an important consideration in human resource planning, job
profiling, recruitment, interviewing and selection, management development,
customer relations and customer service, and more.
The EQ concept argues that IQ, or conventional intelligence, is too narrow, that
there are wider areas of EI. Success requires more than IQ (Intelligence Quotient),
which has intended to be the traditional measure of intelligence, ignoring essential
behaviour and character elements. We’ve all met people who are academically brilliant
and yet are socially and inter-personally unskilled (i.e. inept, or unskillful). And we
know that despite possessing a high IQ rating, success does not automatically follow.

EQ Versus IQ
• EQ is emotional intelligence
• IQ, on the other hand, is cognitive intelligence

Dimensions of Emotional Intelligence
• According to Salovey and Mayer, there are four distinct
dimensions or branches of emotional intelligence that form a
hierarchy of emotional skills and abilities:

EI Framework / Elements
In his book, Daniel Goleman presents five categories of
emotional intelligence.
• Self-awareness: A person has a healthy sense of emotional
intelligence self awareness if they understand / observe their self
and recognize their emotions as they happen and have a strong
sense of one’s self worth and capabilities (i.e. strengths and
weaknesses), as well as aware of how their actions affect others.
A person with emotional self awareness is usually receptive to,
and able to learn from, constructive criticism more than one who
doesn’t have emotional self awareness.
‒ Emotional Awareness: recognizing one’s emotions and their effects
‒ Accurate self-assessment: knowing one’s strengths and limits.
‒ Self confidence: sureness about one’s self worth and capabilities

• Self-regulation: A person is being flexible in dealing with
changing situations and if required inhibiting (hinder, restrain)
one’s emotions in service of groups with a proactive bias
towards action. A person with a high emotional intelligence
has the ability to exercise restraint and control when
expressing their emotions.
– Self-control: managing disruptive emotions and impulses
– Trustworthiness: maintaining standards of honesty and integrity
– Conscientiousness: taking responsibility of personal performance
– Adaptability: flexibility in handling change
– Innovativeness: being comfortable with and open to novel ideas and
new information

• Self Motivation: A person is having a strong sense of
optimism and channelizing energies towards achievement of
life goals with consistency in values, emotions and behaviour.
People with high emotional intelligence are self-motivated,
resilient and driven by an inner ambition rather than being
influenced by outside forces, such as money or prestige.
– Achievement drive: striving to improve or meet a standard of
excellence
– Commitment: aligning with the goals of the group or organisation
– Initiative: readiness to act on opportunities
– Optimism: persistence in pursuing goals despite obstacles and
setbacks

• Empathy / Social Awareness: An empathetic person
understand others and take active interest in their concern
with an appreciation for the differences among people. A
person has compassion and is able to connect with other
people on an emotional level, helping them respond
genuinely to other people’s concerns.
– Empathy: sensing others’ feelings and perspective, and taking an
active interest in their concerns
– Service orientation: anticipating, recognizing, and meeting customers’
needs
– Developing others: sensing what others need in order to develop, and
bolstering their abilities
– Leveraging diversity: cultivating opportunities through diverse people
– Political awareness: reading a group’s emotional currents and power
relationships

• Interpersonal / Social skills: A person inspires and guide
groups, help others to improve performance, resolve conflicts
and build relationships with a shared vision. An emotional
intelligent person are able to build trust with other people,
and are able to quickly gain respect from the people they
meet.
– Influence: wielding effective tactics for persuasion
– Communication: sending clear and convincing messages
– Leadership: inspiring and guiding groups and people
– Change catalyst: initiating or managing change
– Conflict management: negotiating and resolving disagreements
– Building bonds: nurturing instrumental relationships
– Collaboration and cooperation: working with others toward shared
goals
– Team capabilities: creating group synergy in pursuing collective goals

Aspects of Emotional Intelligence
This is the essential premise of EQ, to be successful
requires the effective awareness, control and management of
one’s own emotions, and those of other people. EQ embraces
two aspects of intelligence:
(a) Understanding ourself, our goals, intentions, response,
behaviour and all.
(b) Understanding others, and their feelings.

Characteristics of Emotionally Intelligent Person
• Emotionally intelligent people use both intrapersonal
and interpersonal skills.
• A good understanding of the world inwards helps one
in being aware of the self and motivates the person.
• Emotionally intelligent communicators pay attention
to and understand other’s emotions, likes and dislikes,
values and ethics, things that matter to them most,
and motivate them.
• They think positively, and are self-confident and know
what they want.

• These are the people who can see an opportunity in
any challenging situation.
• They know how to channelize their energies well and
give their best to everyone’s benefit.
• They analyze their failures well and learn by
recollecting the same incident and trying to search
for the errors committed by them rather than
complaining about the situation or the people
involved.

Domains of Emotional Intelligence
Goleman identified the five ‘domains’ of EQ as:
(a) Knowing our emotions
(b) Managing our emotions
(c) Motivating ourself
(d) Recognizing and understanding other people’s
emotions
(e) Managing relationships, i.e., managing the emotions
of others

EI embraces and draws from numerous other branches of
behavioural, emotional and communication theories, such as NLP
(Neuro-linguistic Programming), Transactional Analysis, and
Empathy. By developing our EI in these areas and the five EQ
domains we can become more productive and successful too. The
process and outcomes of EI development also contain many
elements known to reduce stress for individuals and
organizations, by decreasing conflict, improving relationships and
understanding, and increasing stability, continuity and harmony.
‘The Emotional Competence Framework’ – a generic EQ
competence framework produced by Daniel Goleman covering in
summary:
(a) Personal Competence – Self awareness, Self regulation, and Self
motivation
(b) Social Competence – Social awareness, and Social skills

One can become Emotionally Intelligent by:
• Take responsibility for your emotions and your happiness.
• Examine your own feelings rather than the actions or motives
of other people.
• Learn to relax when your emotions are running high and to get
up and move when your are feeling down.
• Learn to look for healthy humor in a negative situation.
• Be honest with yourself. Acknowledge your negative feelings,
look for their source, and come up with a way to solve the
underlying problem.
• Show respect by respecting other people’s feelings.
• Avoid people who invalidate you or don’t respect your
feelings.
• Listen others with empathy
• Have the courage to forgive oneself as well as others

Guidelines for promoting EI at the workplace
(a) Paving the way
i. Assess the organization’s needs
ii. Assessing the individual
iii. Delivering assessments with care
iv. Maximizing learning choice
v. Encouraging participation
vi. Linking goals and personal values
vii. Adjusting individual expectations
viii. Assessing readiness and motivation for EQ
development

(b) Doing the work of change
i. Foster relationships between EQ trainers and
learners.
ii. Self-directed change and learning
iii. Setting goals
iv. Breaking goals down into achievable steps
v. Providing opportunities for practice
vi. Give feedback
vii. Using experiential methods
viii. Build in support
ix. Use models and examples
x. Encourage insight and Self awareness

(c) Encourage transfer and maintenance of change
(Sustainable change)
i. Encourage application of new learning in jobs
ii. Develop organizational culture that supports
learning
(d) Evaluating the change
i. Evaluate individual and organizational effect

Empathy
Empathy is the capacity to understand or feel the emotions of
other people. It is a key element of Emotional Intelligence, the
link between self and others, because it is how we understand
what others are experiencing as if we were feeling it ourselves.
Empathy goes far beyond ‘sympathy’, i.e. ‘feeling with’ that
person, through the use of imagination.
Daniel Goleman, author of the book Emotional Intelligence,
says that empathy is basically the ability to understand others’
emotions. It is about defining, understanding, and reacting to
the concerns and needs that underlie others’ emotional
responses and reactions.
According to Tim Minchin, Empathy is a skill that can be
developed and, as with the most interpersonal skills,
empathising (at some level) comes naturally to most people.

Elements of Empathy
Daniel Goleman identified five key elements of empathy.
• Understanding others: In Goleman’s words, ‘sensing
others’ feelings and perspectives, and taking an active
interest in their concerns. This includes listening well,
paying attention to non verbal communication, showing
sensitivity, and understanding others’ perspectives.
• Developing others: Developing others means acting on
their needs and concerns, and helping others to develop
to their full potential. People with skill usually (a) reward
and praise people for their strengths and
accomplishments, and provide constructive feedback
designed to focus on how to improve, (b) provide
mentoring and coaching to help others to develop to their
full potential.

• Having a Service orientation: This means putting the needs
of others’ first and looking for ways to improve their
satisfaction. They genuinely understand other people’s
needs, and go out of their way to help meet them. They
develop a long-term relationship with people.
• Leveraging diversity: This means being able to create and
develop opportunities through different kinds of people.
They adopt a tailor-made way to interact with others to fit
with their needs and feelings. People with this skill respect
and relate well to everyone, regardless of their background.
As a general rule, they see diversity as an opportunity,
understanding that diverse teams work much better than
teams that are homogeneous.
• Political Awareness: Political awareness means sensing and
responding to a group’s emotional undercurrents and
power relationships. This can help individuals to navigate
organisational relationships effectively.

Types of Empathy
Psychologists have identified three types of
empathy:
• Cognitive empathy is understanding someone’s
thoughts and emotions, in a very rational, rather
than emotional sense.
• Emotional empathy is also known as emotional
contagion, and is ‘catching’ someone else’s feelings,
so that one can feel them too.
• Compassionate (i.e. deep awareness of suffering) empathy is
understanding someone’s feelings, and taking
appropriate action to help.

Importance of Empathy
Empathy creates connections between people, bringing them together and
helping to forge trust, friendships and love. It makes us feel as if someone
cares for us. Empathy gives u insights into what others may be feeling or
thinking. It helps us understand how or why others are reacting to
situations, and are more prone to help each other.
• Empathy helps us to connect with each other
• Empathy shows that we care about each other
• Empathy helps to create a better world
• Empathy gives an edge to the one who possess it
• Empathy helps to handle conflicts better
• Empathy makes it easier to convince and motivate others
• Empathy broadens our horizons of understanding
• Empathy brings out the positivity in relationships
• Empathy helps to better understand the non-verbal components of
communication
• Empathy builds cooperation, collaboration, and teamwork

How to become more Empathetic
• Be real about how you feel:
– When we’re willing to get real about how we truly feel and have
the courage to be vulnerable about it with ourselves and others,
we can so often liberate ourselves from the negativity,
projections, and judgements that mask what’s really going on.
– When we’re in a conflict with another person or dealing with
someone or something that’s challenging for us, being able to
admit, own, and express our fear, insecurity, sadness, anger,
jealousy, or whatever other ‘negative’ emotions we are
experiencing, is one of the best ways for us to move past our
defensiveness and authentically address the deeper issues of
the situation.
– Doing this allows us to access empathy for ourselves, the other
person or people involved, and even the circumstances of the
conflict or challenge itself.

• Imagine what it’s like (i.e. perceive) for
others:
– While it can sometimes be difficult for us to
‘understand’ another person’s perspective or
situation, being able to imagine what it must be
like for them is an essential aspect of empathy.
Whatever the situation is, the more willing we are
to imagine or understand another person’s
perspective or situation or what it’s like for them,
the more compassion, understanding, and
empathy we’ll be able to experience.

• Forgive yourself and others:
– Forgiveness is one of the most important things
we can do in life to heal ourselves, let go of
negativity, and live a life of peace and fulfillment.
Forgiveness has to first start with us. When we
forgive ourselves, we create the conditions and
perspective to forgive others.

• Examine your attitude:
– Build relationships, and accept others.
– Pay attention, physically and mentally, to what’s happening.
– Without an open mind and attitude, one probably won’t have
enough space for empathy.
– Be flexible, prepare to change direction as the other person’s
thoughts and feelings also change.
• Be good Listener:
– Listen to the entire message that the other person is trying to
communicate. Listen carefully, and note the key words and phrases
that people use.
o Listen with your ears: What is being said, and what tone is being
used?
o Listen with your eyes: What is the person doing with his or her body
while speaking?
o Listen with your instincts: Do you sense that the person is
communicating something important or not?
o Listen with your heart: What do you think the other person feels?

Interpersonal Skills
Interpersonal skills are the skills that a person uses to
interact with other person. These skills also referred as
‘People skills’ or ‘Communication skills’. Interpersonal skills
involve using skills such as active listening and tone of
voice, delegation and leadership. It is how well we
communicate with someone and how well we behave or
carry our self. It also helps people to further their careers.
Interpersonal skills refers to mental and communicative
algorithms applied during social communications and
interaction to reach certain effects or results. The term
‘interpersonal skills’ is often used in business context to
refer to the measure of a person’s ability to operate within
business organisation through social communications and
interactions. Interpersonal skills are how people relate to
one another.

It communicates respect for other people or professionals
which enables one to reduce conflict and increase participation
or assistance in obtaining information or completing tasks.
Having positive interpersonal skills increases the productivity in
the organisation since the number of conflicts is reduced. In
informal situations, it allows communication to be easy and
comfortable. People with good interpersonal skills can
generally control the feelings that emerge in difficult situations
and respond appropriately, instead of being overwhelmed by
emotion.
Essential Interpersonal Competencies:
 Self awareness
 Control
 Motivation
 Acknowledging the interests of others
 Communication skills

Nature of Inter-personal Behaviour
• Inter-personal Cooperative Behaviour
• Inter-personal Conflict Behaviour
Factors hampering Inter-personal Interactions
• Poor listening
• Emotional Arousal
• Lack of time
• Different sets of values
• Lack of trust

Transactional Analysis and Interpersonal Skills
Transactional analysis is a theory developed by an American
Scientist, Dr. Eric Berne in 1964 through his book ‘Games People
Play’. This theory is an important technique used for developing
inter-personal skills. Originally trained in psychoanalysis, Berne
wanted a theory which could be understood and available to
everyone. Today, this theory is a part of organisational training in
many organisations around the world.
Transactional analysis is a technique used to help people
better understand their own and other’s behaviour. It is a theory
of personality and a systematic psychotherapy for personal
growth and personal change.

Components of Transactional Analysis: Three components
i. Id: id functions in the irrational part and emotional part of
the mind.
ii. Ego: Ego functions as the rational part of the mind.
iii. Super ego: Superego can be thought of as the moral part of
the mind, a manifestation of societal or parental values.

Life Positions: Berne has discussed about four life positions that a
person can hold. This helps to identify that how an individual
operationalizes his or her life.
i. I’m ok and you are ok: This is the healthiest position about life
and it means that I feel good about myself and that I feel good
about others and their competence.
ii. I’m ok and you are not ok: In this position I feel good about
myself but I see others as damaged or less than and it is usually
not healthy.
iii. I’m not ok and you are ok: In this position the person sees
himself/herself as the weak partner in relationships as the others
in life are definitely better than the self. The person who holds
this position will unconsciously accept himself weaker as ok.
iv. I’m not ok and you are not ok: This is the worst position to be in
as it means that I believe that I am in a terrible state and the rest
of the world is as bad. Consequently, there is no hope for any
ultimate supports.

Ego States: According to Transaction analysis, there are three
ego states that people consistently use. This describes that
how people are structured psychologically.
i. Parent ego: a taught concept
ii. Adult ego: a learned concept
iii. Child ego: a felt concept

Johari Window and Interpersonal Skills
• The Johari window is a technique that helps people better
understand their relationship with themselves and others.
• It was created by psychologists Joseph Luft and Harrington
Ingham in 1955. They named their model ‘Johari’ using a
combination of their first names.
Four Quadrants of Johari Window:
– Open, or Arena
– Hidden, or Façade
– Blind Area
– Unknown

Johari Window
Open / Arena Blind Area
Hidden/Facade Unknown
Known to Self Not Known to Self
Known to
Others
Not
Known to
Others

Ten ways to improve interpersonal skills
• Smile: One should do their best to be friendly and upbeat with
their co-workers. Maintain a positive, cheerful attitude about
work and personal life. The positive energy we radiate will
draw others to us.
• Be appreciative: Find one positive thing about everyone we
work with and let them hear it. Be generous with praise and
kind words of encouragement. If we let others know that they
are appreciated, they’ll give their best to us.
• Pay attention to others: Observe what’s going on in other
people’s lives. Acknowledge their happy milestones, and
express concern and sympathy for difficult situations such as
an illness or death. Make eye contact and address people by
their first names. Also ask others for their opinions.

• Practice active listening: To actively listen is to
demonstrate that we intend to hear and understand
other’s point of view. Our co-workers will appreciate
knowing that we really do listen to what they have to
say.
• Bring People together: Create an environment that
encourage others to work together. Treat everyone
equally, and don’t be biased. Avoid talking about others
behind their back. Follow up on other people’s
suggestions or requests. If people see us fair, they will
develop their trust on us.
• Resolve Conflicts: Take a step to resolve conflicts of
people when they arise. Learn how to be an effective
mediator. By taking such a leadership role, one will earn
respect and admiration from those around him.

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