Soft Skills Audio
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This document discusses soft skills that are important for career success. It identifies three categories of soft skills: interpersonal skills like teamwork and conflict resolution, intrapersonal skills like adaptability, and organizational skills such as time management. Several soft skills are defined and exemplified, including communication, adaptability, work ethics, and time management. The document recommends helpful books on soft skills and provides contact information for the author.
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Similar to Soft Skills Audio
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Chelsea is a people operations leader and organizational designer. She is fascinated by reimagining the way people work together and designing organizations for the 21st century. As a Master’s candidate at Northwestern University, Chelsea researches next-stage organizational structures with a particular interest in self-management. She has spent her career working in technology, both enterprise and startup, with a personal passion for fixing the broken and the outdated. In her free time, you can find Chelsea hiking, biking or baking bread.
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Jodi Straka completed a strengths survey that identified her top 5 themes: Individualization, Responsibility, Achiever, Discipline, and Includer. For each theme, the report provides a shared description and personalized insights about what makes Jodi stand out based on her natural talents and how she is driven to use her strengths.
Leading With Authenticity, Vulnerability, Inclusivity, Trust, and Reflection
Presented at the Spring 2022 SUNY Empire State College Student Conference in Sartatoga Springs, NY - There are innumerable theories and strategies related to the topic of leadership that people can become overwhelmed by trying to find the right “fit.”. Drawing on the works of Brene Brown, Angie Morgan, Courtney Lynch, John Maxwell, Simon Sinek, Angela Duckworth, Susan Cain, Kim Scott, and others, this workshop will focus on a presentation of leadership and the ideas of authenticity, vulnerability, inclusivity, trust, and reflection. Participants will be asked to reflect upon their own leadership in formal and informal contexts as well and create a leadership and life mission statement for themselves.
BriefGallupReport_Pedretti
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Chris Carpenter received a StrengthsFinder report identifying his top 5 themes: Ideation, Input, Analytical, Learner, and Intellection. For each theme, the report provides a shared theme description and personalized strengths insights. The insights describe how the theme manifests itself in Chris's behaviors, preferences, motivations, and contributions. The report aims to help Chris understand his natural talents and strengths.
My Strengths Report
Kurt Lugar's top 5 themes from the survey were Harmony, Adaptability, Deliberative, Consistency, and Command. The report provided personalized insights into how each of these strengths help Kurt stand out. It described how his realistic, practical approach helps people see clearly and find consensus. It highlighted how he is comfortable adjusting to changing situations and allowing life to unfold naturally. It also discussed how he is intentional, thoughtful, and selective in his decision making and interactions with others.
GallupReport (1)
David's top 5 strengths themes according to the survey are Empathy, Adaptability, Arranger, Maximizer, and Harmony. For each theme, the report provides a shared description of what the theme represents and personalized insights about how the theme shows up uniquely for David and what makes him stand out. The insights suggest David has strong interpersonal awareness, flexibility, compromise skills, drive for excellence, and seeks harmony.
GallupReport
This document is an excerpt from an individualized strengths report for Arthur Mack. It provides insights into Arthur's top 5 themes based on a CliftonStrengths assessment: Context, Maximizer, Deliberative, Adaptability, and Intellection. For each theme, it describes the shared theme and provides personalized insights specific to Arthur. It also includes questions for Arthur to consider to increase self-awareness and apply his strengths. The document outlines ideas for taking action based on each theme and additional questions to help with application. The overall summary is that this document analyzes Arthur Mack's strengths based on a Gallup assessment and provides guidance on increasing awareness and applying his talents.
Managing the Gray Areas
Jerry Manas presents the 7 common dilemmas most leaders face, and shares how you can benefit from broader perspectives, better questions, and clearer communication. Based on his book, Managing the Gray Areas.
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An overview of research on how to run a great hiring process and make better, less biased candidate decisions. Hiring is the most important people skill we can learn because it's how we find the best possible people to work with us.
overview AE
The document discusses the results of Avis Easteal's StrengthsFinder assessment. It identifies her five most dominant talent themes:
1. Arranger - She enjoys managing complex situations by aligning variables until finding the best configuration.
2. Positivity - She is optimistic and generous with praise, making others feel energized.
3. Activator - She is impatient for action and believes the best way to learn is through taking action.
4. Individualization - She focuses on each person's unique qualities rather than generalizations.
5. Achiever - She feels the need for achievement every day and is driven to accomplish more.
Stephanie Cooper - Genuine Curiosity - Conversations for Change
People often ask for the golden phrase, the silver bullet they can use to convince their teams, managers or executives to ‘go Agile’. While it would certainly help to talk about outcomes and benefits over practices and methods, it can sometimes be your own mindset that is holding back your ability to influence change.
In this session, Steph looks at mindsets (the values and assumptions you make) and explore how a lack of genuine curiosity can provoke defensive behaviours in others and stop organisations from resolving the issues that really matter, but are challenging to address.
She’ll use the setting of a small conversation to explore and better understand these ideas. While organisational change is big, the momentum for change can often be won or lost in small conversations. Becoming better in small conversations will help you grow your role in influencing organisational change. When you approach conversations with genuine curiosity about the other person’s point of view, you will not only have a more productive conversation, but build the trust needed for the work ahead.
These ideas and techniques are popular as they are accessible and relatively easy to adopt.
Ram Kumarasubramanian - Strengths Finder Report
View my Strengths Finder Report which has been validated globally as an authentic measure of one's key strong points.
Know me before you work with me to see if I'm a fit for the position you are looking to fill.
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The document summarizes a presentation on using neuroscience insights to improve engagement when mapping processes. It discusses how the brain's primary functions are to minimize threats and maximize rewards. It introduces the SCARF model for understanding how status, certainty, autonomy, relatedness and fairness impact engagement. For each domain, it provides lessons on how to create a rewarding environment to get the best from people when mapping processes.
HRDQ-U Webinar - Why Does Diversity Matter
Diversity is a critical issue for organizations. To devalue and exclude employees because they are different is to also place limitations on their contributions and ability to grow. At its best, diversity is a business strategy that has been shown to increase an organization’s ability to achieve better bottom-line performance and sustain its growth and prosperity.
Emotional intelligence at workplace
Emotional intelligence is important for top performance at work. 90% of top performers are also high in emotional intelligence. Developing emotional intelligence allows one to handle pressure healthily, understand and cooperate with others, be a good listener open to feedback, and set an example for others. Key behaviors employers look for include integrity, creative thinking, leadership by example, self-development, problem solving skills, and team spirit. Self-awareness helps one understand their own reactions and evaluate solutions. Examples of emotional intelligence at work include listening to frustrated employees, adapting to worker demands, expressing views openly and honestly, and requesting feedback from all.
StrengthsFinder 2 Assessment
Martin Wallace received a StrengthsFinder 2.0 report identifying his top 5 themes: Strategic, Ideation, Adaptability, Restorative, and Communication. The report provides insights into talents associated with each theme that make him stand out, and questions to increase his awareness and help him apply his talents. It suggests taking action like generating ideas, being flexible and cooperative, fixing problems, and expressing ideas through conversation. The report is intended to help Martin leverage his talents for achievement.
Oscartr strengths finder
Oscar Trimboli's top 5 strengths themes according to his StrengthsFinder assessment are:
1. Individualization - He has a gift for figuring out how different people can work together productively.
2. Relator - He finds deep satisfaction in working with others to achieve goals and helps them reach their objectives.
3. Ideation - He generates ideas quickly and draws clever linkages between different concepts.
4. Learner - He has a great desire to learn and sees education as an ongoing process throughout life.
5. Responsibility - He is committed to delivering on his commitments and obligations and being a trustworthy and dependable person.
Creative Problem Solving - Six Thinking Hats and Other Tools by CTR
The thinking process is like a kayak with two paddles: One is CREATIVE Thinking while the other represents CRITICAL Thinking.
Six Thinking Hats, introduced in 1985 by Edward DeBono, is an effective tool for decision making and problem solving that uses both sides of your brain.
Culture Transformation Resources, LLC (CTR) provides a fresh look at Creative Problem Solving and Six Thinking Hats in this training presentation.
There are many Benefits of using Six Thinking Hats, including, it helps:
- Provide a common language
- Maximize productive collaboration
- Diversity of thought while using more of our brains
- Consider issues, challenges, decisions and opportunities systematically
- Remove ego (reduce confrontation)
- Save time
- Focus (one thing at a time)
- Think clearly and objectively
- Create, evaluate & implement action plans
- Achieve significant and meaningful results
- Make meetings more productive in less time
#CreativeProblemSolving #ProblemSolving #Leadership #CTR
by Culture Transformation Resources, LLC
www.CTRConsultingServices.com
1-877-287-1234
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3:国家专业人才认证中心颁发入库证书
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Soft Skills Audio
- 1. Soft Skills Hanna DeBruhl, M.Ed, GCDF/I Career Coach Center for Career Coaching & Professional Development Institute for Leadership & Professional Excellence 1
- 2. Overview • Introduction of Soft Skills • Interpersonal Soft Skills • Intrapersonal Soft Skills • Organizational Soft Skills 2
- 3. What Are Soft Skills? “You can have all the technical expertise in the world, but if you can’t sell your ideas, get along with others, or turn your work in on time, you’ll be going nowhere fast” ( Klaus, pp.2) The Hard Truth About Soft Skills - Peggy Klaus 3
- 4. Team Work/Conflict Resolution “We won’t like everyone that we work with in our careers” (Klaus, pp.83) 4
- 5. Communication • Communication Criminals: o The Interrupter o The Know It All o The One Upper o The Interragator The Fine Art of Small Talk- Debra Fine Monday, May 26, 2014 5
- 6. Are you an Aspirin or a Vitamin? • Employers want employees who can solve their pains aka their problems not someone that creates them. • “No one likes a whiny kid, but a whiny adult is intolerable” (Klaus, pp.41) 6
- 7. Adaptability • “Whether in a video conference or up close and in person, you are always on stage and making an impression of one sort or another (Klaus,72). • This means that you must always be able to be on and to adapt to different situations. 7
- 8. Work Ethics/Accountability • “The key to keep yourself out of hot water is to create a personal code of conduct, then stick to it” (Klaus,pp.27). • “Act in the spirit of the law, not just to meet the lowest standards set for you” (Klaus,pp.27). 8
- 9. Time Management • “Your name becomes mud when you commit to something and don’t follow through” (Klaus,pp.37) • “Making promises we can’t keep, like missing deadlines or being a no-show at meetings is the kiss of death in any workplace” (Klaus,pp.39) 9
- 10. Employers Want o Intrapersonal- • positive attitude • flexibility o Interpersonal- • decency • honesty o Organizational- • prioritizing • punctuality Monday, May 26, 2014 10
- 11. Review Three types of soft skills: • Interpersonal- teamwork • Intrapersonal-adaptability • Organizational-time management Monday, May 26, 2014 11
- 12. Helpful Books • For more information about references used in this presentation, go to www.amazon.com • Look in future editions of the Post Script to see my book reviews on these and other helpful career books. 12
- 13. For Additional Information: Ms. Hanna DeBruhl 803-786-3605 hdebruhl@columbiasc.edu Walk in Hours: Thursdays 2:00-4:00pm Center for Career Coaching & Professional Development (white brick building across from Bush Science Center) 13