How To Develop Excellent Communication Skills And Advance Your Career?

In this world of competition and everyone vying for the other person’s job it is important to acquire better skill sets and keep ahead of the competition. One such skill is communication. With the best communication skills required by the corporate world today you can be assured that career advancements will surely be thrown to the wind and you will be left in the shallow while the rest of your colleagues will climb the ladder of success.

Communication skills or the power to effectively communicate with co-workers and business clients or customers is the most important qualification of a successful executive. Any business needs to have excellent communication facilities to be understood within and without the boundaries of the business. Managers and senior executives must constantly work on developing their communication skills if they are to effectively handle their domains and make the business more productive.

Signing up for a short term course in communication skills is one way to improve your chances of career advancement. Look at it this way, if you improve your communication skills you will be able to effectively communicate with your superiors and thus will be able to communicate to them your need to advance in the organization. You may be dropping hints for a promotion but the boss might not be able to understand you, this is one example of bad communication skills. If you look around you will find many people climbing the corporate ladder just because they have better certifications in communication skills. Many universities even have degree programs for those who want to study communication techniques and enhance their communication skills.

A degree in communication skills will assure your prospective or present employer that your profile of skills include honesty, sociability, communication skills, integrity, decision making ability, speaking, reasoning, listening and a host of other skills. All these skills are acknowledged by the Department of Labor as the key skills needed for managers to effectively manage their domains in order to produce the best productivity in terms of man hours. This is endorsed by every business house in the world. Effective communication skills are something no business can do without.

You can be assured that your career advancement opportunities will greatly increase once you have enhanced your communication skills. Being able to speak effectively in public and address groups of people is important to get your ideas across. You may be needed to communicate to people individually or in groups through public forums. You may be needed to do this personally or through some medium such as the internet, newspapers, magazines or the radio and even television. Your communication skills will permit you to make an effective impact on your target audience if you have the necessary skills in communications.

What to do about Stress?

“Stress can bring on a variety of ailments. Generally stress is what you feel when the demands on your life exceed your ability to meet these demands. 95% of our stress originates with other people. During acute pressure, your body releases the hormones adrenaline and cortisol. Your heart beats faster, breathing quickens and blood pressure rises. You are also more prone to angina and heart rhythm irregularities. In some people, these reactions can be so dramatic that rises in blood pressure and heart rate can be extreme. If the pressure is not managed properly, increased blood clotting as a result of the stress response can put a person at risk for a heart attack or stroke.”
The Mayo Clinic, Rochester Minnesota

“Why do people stress us? Mostly because we need them. We have a need to be loved and accepted by others, and many of us will go to almost any length to achieve respect or avoid criticism. We fear rejection because we wish to be thought of as having value. At the same time the people we need, are inconsistent. They can be loving at one moment, and inconsiderate and selfish the next. They thereby cause us stress. We become angry or fearful. Or tell our bodies: “Beware! Danger! Our bodies respond by releasing adrenaline, which can be lethal.”
Dr. Archibald Hart, author of “Adrenaline and Stress”

Of course, pressure is an inevitable part of life! It’s like a shadow and follows you everywhere. However, the way you manage pressure will tell the difference between whether the pressure will be a positive force or a negative force. If it is positive, it will not consume you. To the contrary, it will help you to face life’s challenges creatively and productively. On the other hand, if it is a negative force, you stand to suffer burnout, fatigue, inefficiency, high blood pressure, heart attack…etc…get the idea?

React to Pressure

The different ways to react to pressure:
There are basically 3 ways to react to pressure and the stress that accompanies it. You can be either Mad Sad or Glad.

  1. If the pressure building up within you makes you Mad, your anger will wear many disguises ranging from cynical denial of responsibility, to verbal or even physical assaults. This kind of reaction is very destructive to you and to the people around you.
  2. If the pressure building up within you makes you feel Sad, this too can be very destructive. Such an attitude can be a very toxic force. Why? When you internalize your stress, you are not facing reality. In a sense, you stew in your own juice! You lose your focus. Depression, health problems, and family turmoil are not far behind. When you are Sad, there is a feeling of helplessness and hopelessness. Now, how productive and how creative and how energetic can you be when the only light you see at the end of the tunnel is the light of another train coming right at you???
  3. Being angry or sad is very toxic. They are not the ways to manage Pressure. The key to dealing with pressure is being Glad, and this is the attitude we propose to help you and your staff attain. The key to being Glad is perception! Look, you cannot control the anger and vexation of a customer or client, but you can control you…you can prevent the other person’s vexation from becoming your vexation.

Evidence reveals that the amount of stress you feel depends not on the situation you face, but on how you perceive and react to the situation. To strengthen your power of perception so that it will be a positive force, we emphasize three areas of mind control that can make all the difference in the world in how you manage stress.

A. Visualization
B. Affirmation
C. Meditation

How to set realistic goals for your business?

The trouble with not having a goal is that you can spend your life running up and down the field and never scoring. – Bill Copeland.

Just as technology is the greatest enabler of business endeavours today, goal setting is the inner technology of success. Goal setting is by far one of a business’s most important activities. Unless you take this seriously, vital planning tasks will be futile.


Goals and the plans to reach them do not have to be complicated. It is one of my strongest observations that people often fail to reach their goals, not necessarily because their goals are not reachable, but mainly because they do not follow their plans. Plans need to be followed consistently and with dedicated focus.

As a marathon runner myself, I remember the words of a well-known marathon runner of the 1980s, Toshihiko Seko, who articulated his training programme in twelve simple words: “I run 10 kilometres in the morning and 20 in the evening.”

Without goal setting, you are likely to produce only high-sounding intentions that don’t really get you anywhere and are soon forgotten.

So, how do you go about setting achievable goals? Here are some basic principles to consider:

Make certain that your goals are realistic: Remember that a goal that aims too high or offers a great deal of risk but with little chance of success or achievement leads to frustration and discouragement.


For example, it is very easy to say that a goal for the year is “To double your production or sales”, yet this is quite unrealistic with inadequate resources or unskilled staff. On the other hand, goals that are too low or easily reached offer little challenge or interest. Your goals should stretch you out of your comfort zone and cause you to grow.

Keep your goals simple: Unless your goals are simple, it is unlikely they will be clear and specific enough to focus effort and marshal your resources, human and otherwise. Clear, simple goals give staff an unmistakable vision of what needs to be done.


Are your goals clear enough that my illiterate grandma would understand them? That is how clear your goals need to be. Remember Toshihiko Seko, the renowned marathon runner I mentioned earlier?

Develop your goals with others: When goals are imposed, it is rare to have anyone become committed to them. Develop your goals with those who will be responsible for achieving them… your staff. When you do that you elevate the level of commitment to the achievement of those goals.


Through personal involvement, everyone takes ownership and becomes more motivated to work towards their attainment. Staff will have a personal interest in ensuring that the goals are achieved.

Be specific about your goals and know why you have set them: Be specific rather than vague. Here is a basic example comparing the difference – rather than proposing that you will “become more visible around the factory or with customers”, it is much more focused, specific and measurable to state that you will “spend at least one hour a day interacting with staff and meet weekly with key customers”.


For every goal that you set, ask why you believe that goal is important to your business. Be persistent in getting answers to your why question. If the reasons do not measure up to your business expectations, revise the goal until it warrants inclusion or get rid of it.

Set and write goals with accountability in mind: Successful attainment of goals usually depends on someone being held responsible. This creates a sense of urgency and purpose.


Who are you accountable for your goals? Remember that by committing your goals to paper and making them public, you not only convert dreams into tangible targets, but you also work harder to achieve them or you risk losing credibility.

Review progress regularly: Schedule regular review sessions with key stakeholders. Be candid and forthright in your assessment and do not expect 100% achievement prematurely. Have clear milestones and measure progress against those milestones.


If you find that any specific goal is unreachable, that perhaps it was too ambitious from the word go, modify it to the degree that it becomes attainable. It is prudent to set and monitor sub-goals as a means of providing an ongoing sense of achievement and keeping your people motivated along the way.

Face your goals with determination: Resolve to never give up. Persistence is important for achievement. Set a date on when you aim to reach your goal. After all, “Goals are dreams with deadlines”.

Top IT skills for post-pandemic success

Upskilling is always a beneficial move for both employees and employers. Adding more skills to your docket not only makes you a more valuable worker, but it is also a healthy way to break up the work day, said Jeffrey Hammond, vice president, principal analyst serving CIO professionals at Forrester.

Prior to the coronavirus pandemic, CEOs rated skills gaps as the top business challenge, according to a recent Gartner report. With COVID-19 turning the enterprise upside down, forcing many companies to endure layoffs and furloughs, top talent is more important than ever.

The good news, however, is that employees hopefully have more time now to consider upskilling, said Lily Mok, research vice president on leadership, culture and people dynamics team within the Gartner CIO research group.

“Previously, you had operational objectives that wouldn’t allow you to spare any time to do the learning,” Mok said. “Now that businesses kind of have an activity slow down… this is a great opportunity to use the downtime.”

With many businesses moving to a remote workstyle, commute times are eliminated and schedules are more flexible, creating more opportunities for reskilling.

However, with the enterprise undergoing so many changes, the types of skills employers need are also shifting. Encouraging employees to learn and develop is not only beneficial for employees, but critical for businesses. To keep up with competition, organizations must inspire employees to evolve their skills with the changing work landscape, Mok said.

“It’s even more important [in this economy] that you grow and build talent to support your needs, because otherwise you won’t be able to recover and scale based on where the business trajectory might be,” Mok said.

Top skills for IT pros

Looking ahead, the enterprise is considering what the new normal will look like when we return to the office. However, Hammond noted that most businesses won’t be going back to the office for a while, if ever.

“I have to wonder how many people will actually return to the office in the technology space,” Hammond said. “At least for the rest of the year, we still have six-foot distancing requirements.”

This shift in workstyle completely alters the skills companies need, especially if telecommuting is becoming the new normal.

One of the major skills involves time management, since working remotely is such an independent experience. Employees not only need to adjust to this way of work, but they need to embrace it and work successfully in that space, Hammond said.

“The first skill that is the discipline of being able to get themselves ‘in and out of the zone’ more quickly. When I say ‘the zone,’ I mean the zone of productivity,” Hammond said. “Some developers will say, ‘I really need to be in an office so I can get into a quiet zone and get focused.’

“The reality is going forward, that’s probably not going to happen nearly as much. You never know when the kids are going to come banging or the dogs are going to be barking or any of that sort of thing,” Hammond said. “The training required to get into and out of the zone very quickly, is one of those things that folks need to focus on.”

Another aspect of time management involves knowing when to take breaks. IT professionals can often get lost in their work, Hammond said. To prevent burnout, employees need to be able to take healthy breaks, work on other projects, get the creative juices flowing, and then return to work.

This practice does take willpower; employees need to be able to not let short breaks turn into hour-long naps. Mastering the ability to manage time is critical whether in or out of an office, but especially when working remotely for a long period of time, Hammond noted.

A tech skill employees should have has to do with collaboration tools, since they are the main form of communication in our new remote workforce. Even if employees can return to the office, social distancing measures will still be in place, which means professionals must still communicate via web chat or video conference.

The same is particularly true for IT professionals. Developers will have to continue writing code and working on projects at a distance, Hammond said.

“Whether that’s making sure that you really got your GitHub skills down or your GitLab skills, because you’re now remote with your repository; or whether it’s taking a look at something like code spaces in GitHub, which is now a remote code environment that allows you to very quickly set up and look at a defect or a particular project or something like that,” Hammond said.

“Or making sure that you’ve got your time spent with Slack to make sure that you’ve got all your alerts [on] and that sort of thing,” he added.

Security knowledge is consistently a great skill to have, since security is always a concern, Mok said. However, the need for security skills is amplified in remote work, since working outside of the office security measures can leave employees vulnerable to attack.

“Security certainly is a top priority—making sure remote working is safe and isn’t jeopardizing any information that the organization needs to do business more digitally,” Mok said.

Employees who can display security skills and show that they know how to responsibly protect data are critical for business. People can easily gain these skills through nanodegrees or certifications on sites like Udemy, Udacity, and Pluralsight, Mok said.

Whether it’s the more technical skills or soft skills, employees must recognize that success in a post-pandemic enterprise is dependent on the talent they have.

“Soft skills for working in productivity are just as important as the technologies that you know. But we tend to not focus on these things; we tend to not practice them. And practice is what results in improvement,” Hammond said.

“If you don’t practice-short cycle creativity, if you don’t practice the ability to communicate remotely with technology tools and understand what users want, you’re not going to get any better,” Hammond said. “You have to think of this as a set of skills that you need to practice and further develop to unlock the opportunities that we’re going to see in a post-COVID world.”

The Ultimate Guide To Setting Goals At Work

If you fail to plan, your plan to fail…it’s that simple!

Setting goals at work is one of the 10 principles of motivational leadership. It is very important for all managers to set a realistic goals at work for their subordinates/team and then go for it! People are inspired when they work for a manager with a purpose. As we discussed in the setting personal goals section of the website, goals must be achievable, but as a management style it can be very motivating when managers set higher goals. There is always the risk that you might not achieve them, but this does not matter as long as failure is not a continual re-occurrence. Continual failure will cause loss of credibility and will almost certainly affect people’s belief that they can achieve future goals.

When you are planning a project at work, you should start off by attempting to answer questions such as these; “Should we attempt this task?”, “What is the most effective way we can get this project done?”, and “How can we overcome any unexpected difficulties with the resources at our disposal?” Effective planning will help stop you from falling into the trap that the majority of people fall into; that of working incredibly hard, yet achieving incredibly very little! It is true to say that effective planning and setting goals at work will almost certainly result in success in whatever it is that you and your organization wants to achieve! When apply the planning process in your job, you will:

Avoid wasting time

It is all too easy to spend large amounts of time on tasks that either do not add value, or are simply irrelevant to the success of the project. In addition, you can miss deadlines by failing to correctly assess the order in which projects should be carried out. Effective planning will help you obtain maximum leverage from your efforts

Focus on all the issues rather than just the critical ones

By properly applying the planning process, you will ensure that you are are aware of all the implications of going through with the proposed project/task. In addition you should, in theory at least, be prepared for all reasonable eventualities

Gather the resources needed

Gathering the resources needed to accomplish the project will ensure that it will not fail or suffer from a lack of required inputs

Carry out the project in the most efficient way possible

The planning process will impact on the efficiency of the project. This should ensure that the organization conserves its resources, avoids wasting ecological resources, and increases profits.

Planning and setting goals at work will help you to:

  • Understand your current position better.
  • Identify exactly what needs to be achieved.
  • Detail precisely and cost projects.
  • Assess the impact of your plan both internal and external stakeholders.
  • Evaluate whether the cost, effort and implications of achieving your plan are worthwhile or not.
  • Consider the control mechanisms that will need to be implemented in order to achieve your plan and keep it on course.

Why Do People Avoid Planning and Setting Goals at Work?

Individual avoidance of planning and setting goals at work

People can be resistant to the idea of planning and setting goals at work for the following reasons:

Fear of failure. By not taking action there is little to no risk of failure unless a problem is both important and urgent. Generally, if you want to achieve something of value then there will always be some risk of failure.

Experience. As managers become more experienced they may rely less and less on formal planning tools and techniques. This may be appropriate, however, it is easy to overestimate experience. Time spent planning and setting goals at work is rarely wasted and often the mark of professional.

Lack of commitment and resistance to change. Some individuals may not see the benefits to planning and they may believe there is little to no point to the planning process. They may also be hostile to change and want to maintain the status quo.

Laziness. Some individuals may simply be to lazy to devote the time to planning and setting goals at work.

Bad experiences of planning and setting goals at work

Some individuals may have had a bad experience, or even a number of bad experiences, with planning where the plan was long, rigid, and impractical. Planning, like any management tool, can be executed badly – done well though, it is highly beneficial.

Organizational Issues

Poor reward structure. Many organizations expect employees to achieve success, yet fail to reward it. These same organizations will generally punish employees when failure occurs through lack of promotion prospects or redundancy. This results in a situation where it is preferable for the individual to do nothing, or as little as possible, and thereby not draw attention to themselves, rather than to risk trying to achieve something, fail and be punished.

The ‘get stuck in’ culture. Some organizations oppose planning and see it as a waste of time. This is generally the case where an organization is doing a very simple job, or where the managers are so experienced that they do not see the value of planning and setting goals at work. This approach is detrimental to inexperienced staff as they do not get to experience the benefits of planning, and will likely result in a greater workload being placed on the more experienced managers.

Opposition to the time and expense of planning. Time spent on planning and setting goals at work is an investment of time. Some organizations are culturally opposed to using their resources for such an investment. In some situations this many be an appropriate strategy, but in most cases it can be seen as short-sighted at best.

Firefighting. Some organizations are so deeply embroiled in crisis management and short term concerns that they do not have the time to make any long term plans.

The Ultimate Guide To Motivational Leadership – The 12 Major Causes Of Failure In Leadership

It is just as important to know what not to do, as what to do, when leading people.

So what exactly causes failure in leadership? This blog will attempt to identify some of the issues that result in leadership failure. Although it is extremely important to know what to do when you are leading people, it is equally important to know what not to do. We have identified the 12 major causes of leadership failure. This is far from an exhaustive list, however it encompasses all of the leading mistakes made by ineffective leaders. We feel that you will recognize many of the issues raised, however we think that you will find this section enlightening nonetheless.

Failure In Leadership Cause #1 – Inability To Organize Detail

Whenever a manager accepts either publicly, or to themselves that they are too occupied to give adequate attention to any aspect of their work, they are admitting their inability to do their job effectively.

Failure In Leadership Cause #2 – Unwillingness To Do What You Would Ask Another Person To Do

When the situation arises, and let me stress that this is only when the situation demands, the effective manager is always willing to perform the task that he or she would ask another person to do.

It is irrelevant that the manager may not be able to do the task as well as another person in their team/organization – if they are unwilling to try, it can be a cause of failure.

Failure In Leadership Cause #3 – Expectation Of Pay For What You Know Rather Than What You Do

It should be remembered that the world in pretty much every instance rewards people not for what they know, but rather for what the do. Managers are especially rewarded according to what they motivate others to do.

It is obviously incredibly useful to have an excellent education, acing all the exams and possessing a brain full of knowledge. However, it must be remembered that this is not what you are paid for. People get rewarded for what they do rather than what they know.

Failure In Leadership Cause #4 – Fear Of Competition From Others

Whatever we fear invariably happens. The manager who fears that one of his or her followers could take their position is almost certain to realize that fear sooner or later.

So many managers are afraid that their own position is under threat, that they try to hold back their subordinates rather than try to build them up in order to protect themselves. I’m sure you have heard of the expression; “You can’t hold a good person down”!

Failure In Leadership Cause #5 – Lack Of Creative Thinking

Without creative thinking, the manager is unable to create plans and set goals with which to lead staff effectively. Creative thinking can also be termed as lateral thinking.

The blinkered manager will invariably miss opportunities and will fail to inspire his or her people.

Failure In Leadership Cause #6 – The “I” Syndrome

The manager who claims all the credit for all the accomplishments of his or her team is sure to be met with bitterness and rancor. The effective manager will claim none of the credit, but will see to it that, when there is any, it goes to the team.

Failure In Leadership Cause #7 – Over-Indulgence

In whatever form over-indulgence may be evident, it will almost certainly destroy the endurance and the vitality of the manager, and will cause a loss of respect from the team. Over-indulgence can be evident in many and varied forms, from alcohol abuse to womanizing!

Failure In Leadership Cause #8 – Disloyalty

Any manager who is not loyal to his or her colleagues, both above and below, will not maintain their leadership for very long.

A lack of loyalty is one of the major causes of failure and loss of respect in every walk of life. Loyalty is like respect – it is earned and can never be demanded.

Failure In Leadership Cause #9 – Emphasis Of The ‘Authority Of Leadership’

An example of this failure in leadership might be; “If you don’t do…I’ll have you fired!” Successful managers lead by encouraging rather than by ingraining fear in their followers. History has shown that fear can be an effective short term form of leadership, but it never works in the long term.

A manager who uses fear as a tool of motivation will find that it is effective the first few times he or she uses it, but the power will diminish until his or her authority has been destroyed utterly.

Failure In Leadership Cause #10 – Emphasis Of Title

Some managers fall in love with their title and have it displayed prominently for all to see. Usually, a manager who makes too much of his or her title has little else to make very much of.

Failure In Leadership Cause #11 – A Lack Of Understanding Of The Destructive Effects Of A Negative Environment

It is unrealistic to believe that you can be a great leader, or motivational manager without a deep understanding of the extreme damage caused by a negative environment.

Failure In Leadership Cause #12 – A Lack Of Common Sense

Remember that extremes in all forms are dangerous and try to let common sense prevail in all situations.

The Ultimate Guide To Motivational Leadership – The 12 Major Attributes Of Leadership

There is no safe way to be a good leader. You do not win all the time and you have to learn that failure is part of the leadership game – so long as you don’t make the same mistake twice… Sir Colin Marshall

So what exactly are the attributes of leadership? This blog will attempt to identify some of the issues that result in successful leadership. Although it is extremely important to know what not to do when you are leading people, it is equally important to know what to do. We have identified the 12 major attributes of leadership. This is far from an exhaustive list, however it encompasses all of the leading attributes of effective leaders. We feel that you will recognize many of the issues raised, however we think that you will find this section enlightening nonetheless.

Attributes Of Leadership #1 – Willingness To Try The Untried

Understandably, no employee wants to be led by a manager who lacks courage and self-confidence. Only positive leadership styles take on challenging tasks or opportunities that have as of yet been untried.

A successful sales manager for example will go out and sell when the market is challenging, or when the salespeople are under intense pressure. The successful manager will understand that they risk being unsuccessful, but nevertheless, knows full well that leading by example will maintain the motivation of the team.

Attributes Of Leadership #2 – Self-Motivation

If a manager cannot motivate himself or herself, then there is little chance that they can motivate their team.

Attributes Of Leadership #3 – A Clear Sense Of What Is Fair

This is an excellent quality of an effective leader. In order to retain the respect of the team, a manager must be sensitive to what is fair and just. A leadership style where all people are treated fairly and most of all equally creates a feeling of security.

Attributes Of Leadership #4 – Fail To Plan, Plan To Fail

The motivated leader always has goals and has planned for their, and their team’s, achievement. He or she plans the work and then works the plan.

Attributes Of Leadership #5 – ‘Sticking To Your Guns’

In order to show that you are sure of yourself, you must avoid hesitating during the decision-making process. the effective leader makes a decision after having given sufficient thought to a problem. He or she will even consider the possibility that the decision being taken might turn out to be the wrong one.

Everyone who makes decisions will get some of them wrong, it is simply inevitable. However, this will not necessarily lessen respect from your followers. An effective leader makes a decision and then shows his or her conviction and belief in that decision by sticking to it.

Attributes Of Leadership #6 – The Habit Of Going The Extra Mile

One of the penalties of leadership is a willingness to do more than is required of one’s followers. The manager who arrives before his staff, and leaves a little bit later is one example of this positive attribute of a successful leader.

Attributes Of Leadership #7 – A Positive Outlook

Followers respect this quality. It not only engenders confidence, but also develops and maintains an enthusiastic team.

Attributes Of Leadership #8 – Empathy

A successful leader must be able to have the ability to place themselves in the shoes of his or her followers i.e. see the situation from their perspective. You do not have to agree with their point of view, but you must be able to see how they feel and understand their viewpoint.

Attributes Of Leadership #9 – Mastery Of Detail

The successful leader understands and carries out every detail of his or her job and, of course, has the knowledge and the skill to master the responsibilities that go with the position.

Attributes Of Leadership #10 – Willingness To Accept Full Responsibility

One of the other penalties of leadership is the accepts practice of taking responsibility for the mistakes of followers. Should a follower make a mistake, even through incompetence, the leader must consider that it is himself who has failed. If the leader tries to transfer this responsibility, he or she will not remain the leader. The successful leader accepts the cliché; “The buck stops here.”

Attributes Of Leadership #11 – Duplication

The successful leader is always trying to find new ways of duplicating their skills in other people. In this way, he or she develops others and is effectively able to be in many different places at the same time.

This, of all the necessary attributes, is undoubtedly the greatest for leaders. One can always judge a great leader by the number of people they have transferred their talents to. Andrew Carnegie, one of the greatest leaders the world has ever known, created 32 millionaires out of his organization.

Attributes Of Leadership #12 – A Deep Belief In Their Principles

It is fair to say, that anything of significant value takes effort to acquire. The successful leader has a determination to achieve goals, no matter what roadblocks materialize, and believes in what he or she is doing with a determination to fight for it.

Top Interview Questions for freshers

Appearing for interviews is always a tough task , more so if you are a fresher and just have completed your college !

In today’s blog I shall be mentioning few frequently asked questions and I will be discussing the answers too in the upcoming blogs!

Leave a comment if you need any help.

  1. Tell us about yourself?
  2. What is your biggest strength?
  3. What is your biggest weakness?
  4. What are your hobbies?
  5. Why are you interested in this job?
  6. Why do you want to leave or why did you leave your last job?
  7. Tell me about a time you discovered a problem before anyone else?
  8. What’s your plan for the first 30, 60, 90 days?
  9. What salary are you looking for?
  10. Why have you decided to change career paths?
  11. Why should we hire you?
  12. Tell me about a time when faced with a difficult challenge.
  13. Where do you see yourself in 5 years?
  14. Where else are you interviewing?
  15. Tell me about a time when you were given constructive feedback? How did you handle it?
  16. Tell me about a time when you managed others without authority?
  17. Is there anything else that I should know about?
  18. What motivates you?
  19. Tell me about a time when you had multiple priorities.
  20. Tell me about an instance where you failed.
  21. What questions do you have for us?
  22. Tell me about the biggest accomplishment?
  23. How do you manage your time?

The Ultimate Guide To Motivational Leadership – The 10 Principles Of Motivational Leadership

A great military general when speaking to his officers stated: “See that your men have reason to respect you.”…

One of the precepts of motivational leadership is this; respect is earnt, and can never, and should never, be demanded. It is fair to say that we all judge leaders more by what they do than by what they say. In commerce, industry and business, managers who supervise others are first are foremost salespeople. They have to sell their new ideas and work practices to both their managers, and their subordinates. Successful managers understand the power of setting a good example.

They realize that they are being watched as they carry out their day-to-day tasks and that their own example will carry much greater influence and of course better results than verbal advice, lecturing or any other communication.

“There is real magic in enthusiasm. It spells the difference between mediocrity and accomplishment.” – Norman Vincent Peale

Lamentably, there are some managers who feel that they have reached a level where they are no longer subject to the same standards that they expect, and often demand, from their subordinates. They almost believe that it is their job to tell other people what to do, regardless of whether they do it themselves or not. The great tragedy is that, as we all know, if a person does not believe in something strongly enough to practice it themselves, then telling others to rarely does any good at all.

We are all aware that the strengths and weaknesses in any department or organization can often mirror those who run it. If you, as a manager, have difficulty getting the people who work for you to measure up to the standards upon which you insist upon, how about starting by taking a look at yourself. Do you measure up to your own standards? You practice what you preach?

The 10 Principles Of Motivational Leadership

What follows is a list of the 10 principles of motivational leadership.

Motivational Leadership Principle #1 – Set SMART Goals

Set SMART (Specific, Measurable, Accurate, Realistic, and Timed) goals and really get stuck in! People are always inspired when they work for a manager who has a purpose. As we discussed in setting goals at work, goals must be achievable, but as a management style it can be very motivating when managers set higher goals. There will always be the risk that you might not achieve the goals you set for yourself and your team, but this does not really matter. It only matters in the case of continual failure, as this will lead to a loss of credibility and will almost certainly affect peoples belief that they can achieve future goals.

Motivational Leadership Principle #2 – Set An Example

Acknowledge that over time, subordinates tend to become carbon copies of their leader. People really do look to their superiors for guidance. You might well have noticed already how in so many organizations this imitation, either conscious or unconscious, not only filters through to work practices, but also to style of clothes and appearance, the way people communicate with each other, the newspapers they read, their beliefs, the list goes on…

So what kind of people do you want working for you? What results are you hoping for? Remember, it all starts with one person…you!

Motivational Leadership Principle #3 – Strive For Constant Improvement

To be a motivational leader, you must be a progressive thinker. Always ask yourself the following question; “How can I/we do this better?” Make sure that you never become complacent, and never say to yourself; “I am doing my best.” In addition, never allow your subordinated to believe that they are doing their best. As we all know, we can always do better.

In order to become a progressive thinker, you must always be looking to the future. When analyzing your performance, ask yourself the following question; “Am I worth more today than I was yesterday, or last week, or last month, or even last year?” For someone who is practicing the art of progressive thinking, every day is an opportunity to gain new experience and new knowledge with the single-minded purpose of being a better person by the end of the day.

Motivational Leadership Principle #4 – Allow Yourself Time To Think

It really is startling and rather unfortunate that so many leaders do not give themselves time to think, and of those that do, it is not so much allowing themselves time to think as snatching it, often whilst on the move. Spend some time daily in uninterrupted thought. As you are no doubt aware, we have been given an incredible asset in the form of a brain with virtually limitless capacity, yet we often suppress its tremendous power.

Try to put aside half an hour a day purely for thinking and I guarantee you will be staggered by the results. I have found some of my most productive days have been spent well away from the office, my colleagues and most importantly the telephone! You will also find that your general motivation will also increase after some uninterrupted thinking time.

Give yourself time for a decent thinking session and you can organize plans, set goals, solve problems, and put areas of concern into perspective. Try this now! Maybe a good place to start is to work on your personal mission statement.

Motivational Leadership Principle #5 – Lead Without Pushing

As we have already mentioned, the most effective leadership is by example, and not by decree. The motivational leader will lead, but not necessarily push, show but not necessarily tell.

General Eisenhower used the a piece of string to demonstrate this concept. He laid it on the floor, and showed that by pushing the string he go nowhere, yet by pulling, the string would follow him anywhere he wished it to go.

Ask yourself this one question continually; “Am I leading by example?”

Motivational Leadership Principle #6 – Judge By Results

As you should now expect, you are judged by your results, in the same way, evaluate others using this precept.

Motivational Leadership Principle #7 – Build Confidence

Develop a limitless confidence in yourself and your ability. This supreme confidence will almost certainly inspire others, and this is the motivational leadership style that can be so effective: raise other people’s performance to levels they never believed they were capable of.

Remember that; ability is something that we acquire as a result of a strong desire.

Motivational Leadership Principle #8 – Anticipate Criticism

Unfortunately, as a person becomes increasingly successful it is only a matter of time until they get criticized. Therefore if you are going to be a great leader expect to receive criticism, which nearly always emanates from that most vile of all the human feelings – jealousy!

Motivational Leadership Principle #9 – Plan For The Future

Plan on doing something different tomorrow. If every day you can do something different from what you did yesterday, each time doing that little bit better, you will become an inspirational leader!

Motivational Leadership Principle #10 – Think Like A Winner

When you are confronted with either a positive or negative situation, try to imagine how the most successful person you know would think and act in the situation! Using this simple thought process has made a very real difference to my life.

Time Management Tip – Effective Delegation

Increase not only your efficiency, but also your effectiveness through delegation

If you want to manage your time you need to learn the skill of effective delegation. The majority of people refuse to delegate their tasks to others because they feel it takes too much time and effort to do, and they are constantly applying the old maxim; “If I want this to get done properly, I’ve got to do it myself.” However, effectively delegating to others is probably the single most powerful high-leverage activity there is.

When you transfer your responsibilities to other skilled and trained people you are able to devote your efforts to other high-leverage activities. Effective delegation will result in growth for both individuals and organizations. J.C. Penney once said that the one of his best decisions was to “let go” after he realized he could not do everything by himself. That one decision resulted in the growth of hundreds of stores, and thousands of people.

Gofer Delegation

There are two basic kinds of delegation; “gofer delegation”, and “stewardship delegation”. Gofer delegation basically means you tell people what to do and have them report back to you when the task is completed. Unfortunately, most managers are still stuck in this paradigm. The reason is that when they were producers, they always rolled up their sleeves and got stuck in. However, when they are promoted to managers they still feel the need to be very much involved in the task to the point where they do a lot of it themselves. These managers are not aware of how to set up a full delegation so that another person is committed to achieve results. Because they are focused methods, they become responsible for the results! Remember, how many people is it possible to supervise if or manager when you have to be involved in every move that they make?!

There is a better, and much more effective, way of of delegating to other people. This method is based on the paradigm of appreciation for; vision, resourcefulness, conscience, and the free will of other people.

Stewardship Delegation

Stewardship delegation, unlike gofer delegation, focuses upon results rather than methods. It gives people a choice of method and makes them responsible for the results achieved. This method of delegation, effective delegation, takes more time to implement in the beginning, but you can view it as time invested.

Stewardship delegation involves clear, up-front mutual understanding and commitment regarding expectations in five key areas.

  • Effective Delegation Consideration #1 – Desired Results. An effective manager needs to create a well-defined, mutual understanding of exactly what needs to be accomplished, focusing on what, not how; results not methods. This will take time, but be patient. Project the desired result, and have the other person see it, describe it, and make out a statement of what the results will look like, and by when they will be realized.
  • Effective Delegation Consideration #2 – Guidelines. Identify the guidelines within which the individual can, and should, operate. Ideally, these should be as few as possible to avoid gofer and methods delegation, and also include any restrictions that are applicable to your particular case. After all, you wouldn’t want a person to think he or she had considerable latitude as long as they achieved their objectives, only to transgress some long-standing organizational practice or value. This would kill initiative in its infancy, and send people back to the gofer’s mantra: “Just tell me what needs to be done, and I’ll do it.”
  • If you have already identified the failure paths of the task, be open and honest with the individual to whom you are delegating the task. Tell them where the quicksand lies. However, you don’t have to reinvent the wheel day in, day out. Let people learn from your mistakes and the mistakes of others. Point out the failure paths, what not to do, but don’t tell them what to do. Allow your people to accept responsibility for the results, and do whatever is necessary within the framework of the guidelines you have set.
  • Effective Delegation Consideration #3 – Results. Identify the human, financial, technical, or organizational resources a person can draw on to accomplish the required results.
  • Effective Delegation Consideration #4 – Accountability. Establish standards of performance that will be used in evaluating the results and the specific times when reporting and evaluation will take place.
  • Effective Delegation Consideration #5 – Consequences. Specify what will happen, both positive and negative, as a result of the evaluation. This could include such things as; financial rewards, different job assignments, and of course the natural consequences for the organization.

Learn How to Listen Well

The reality of this skill, is that it has more to do with the other person, that it does with you. I think that’s the essence of selling: aligning with the other person. And it starts with you. In other words, the whole point of interpersonal sales situations is to have an impact on the other person. One of the most important ways to do this is by learning to listen well. This is a key philosophy of Software Sales Skills.

This is one that you’ve no doubt heard many times over. However, it is a sad truth that of all the disciplines taught in schools today, none include as part of a regular program, skills on how to listen. Taking the time to develop this skill will improve every area of your life. I know. Before I knew how to listen well, I didn’t realise how poor the quality of my relationships and communications really were. In my opinion and experience, the five best rules to effective listening are:

  1. Look at the other person. Don’t look over their shoulder. Don’t look at your watch. Don’t look away unless it is a part of the conversation. But don’t stare at them either! They’ll think you’re weird. Move your gaze from their mouth to their eyes. And look back and forth between their eyes. This isn’t easy because paying attention to anything, especially people (who generally talk way too much) is HARD WORK. But the rewards are well worth it. The point here is to focus on the person with whom you’re talking and that involves rule number two…
  2. Focus your body directly at or generally towards the other person. Use your judgement here. If you’re having coffee with a friend, a body posture that you’d use in a job interview is sure to look odd. Just make sure that when you’re listening to someone, you LOOK like you’re paying attention. Pretend that someone is scoring your listening body posture from across the room. Sit in a way that shows you’re interested, even if you’re not! This is a very strong compliment to other speaker because it shows that you care enough to orient your body in such a way to maximize your relations with them.
  3. Listen for emotions and ideas not words or poor speaking ability. It’s the message you’re listening for, not whether this person speaks like prince charming. You want to know what makes the other person feels good and bad. People are motivated only by fear of loss and desire for gain. If you listen for the things the other person wants and doesn’t want you’ll be on your way to making a friend for life. Then, if you can catch the reasons, or ideas behind why that is the case for the speaker, you will understand their point of view. This is a critical milestone in developing trust and confidence. All good negotiators and salespeople understand this. Everyone can benefit from this one!
  4. Pause once the other person has finished speaking. Wait a few seconds. Let their words sink into your brain and use the second or two of silence to make sure they’ve said everything they can for the moment. I can’t tell you how many times I used this technique only to have the person say “AND…” Then share some critical piece of information with me. Next, in your own words, paraphrase what you’ve heard. If you’re unclear on some of the points, ask for clarification. Say, “I understood the part about how you got to the store, but I didn’t get it when you said…” You get the picture. These actions are the highest compliments that you can pay your speaker because it shows two things.

A. You were actually listening and heard what mattered to that person. (Emotions and ideas)
B. You cared enough to see things from their point of view and put it in your words. (Paraphrased their words)

5.Don’t finish other people’s sentences or give the word that they are looking for unless they ask for. It takes the ‘sense’ of power and the spotlight away from the other person. Not a good thing to do when you want them to feel important. This is so hard to do because we are always thinking of what we’d say next or trying to figure out what the speaker is going to say next. The reason for this is simple. Studies show that people speak at an average of 200-300 words per minute. But since we think in terms of pictures, the verbal equivalent is that we think at a rate of 600-3000 words per minute. Now it’s easy to see why it’s so hard to focus on the other person and not our own thoughts and desires.

These are five rules that I rarely break in personal & professional domains. I hope you find them as useful as I do.

What is Your Style Under Stress?

As proactive young professionals, we should strive to improve ourselves and how we assert ourselves.

When we have to stand up to others, often we are STRESSED. The other person or the situation is stressing us out and each of us responds differently when we are stressed.
Why It’s Important to Know Your Style

When you know HOW you respond under stress (your style) you can be aware of it. You can then change it and work on handling stress better. The goal of course is called equanimity – calmness under pressure.

When you don’t know how you respond under stress, you continue making the same mistakes over and over again.

Young professionals who are proactive know who they are and what they need to work on.
2 Modes of Coping with Stress

This may be HIGHLY general – but in my opinion, there are 2 ways we deal with stress: Fight or Flight. We either deal with the situation in an aggressive way (fight) or we deal with the situation in a passive way (flight).

The healthy middle ground, equanimity, is called assertiveness.
So What’s Your Style under Stress?

Below I’ve listed some of various styles under pressure (some of these come from a book called Crucial Conversations). Scan the list and notice which one describes you best. These are areas of growth for you.

When I am stressed I tend to…

FIGHT (Aggressiveness):

  • Get mean (verbal abuse).
  • Bully the other person.
  • Intimidate the other person.
  • Blame the other person.
  • Get very emotional and overreact.
  • Cut the other person off.
  • Get defensive.
  • Slam doors.
  • Focus on the other persons weaknesses.
  • Put the other person down.
  • Give the other person a piece of your mind.
  • Slip my tongue and say hurtful things.

FLIGHT (Passiveness):

  • Get really hurt by what others say?
  • Get sarcastic.
  • Try to sugarcoat what you really mean?
  • Stay silent.
  • Stay silent at first, then erupt later.
  • Get stoic (numb your feelings).
  • Stick to the facts.
  • Avoid the situation.
  • Ignore the situation (act like it didn’t happen).
  • Change the subject.
  • Focus on my weaknesses.
  • Bottle up my true feelings and thoughts.
  • Feel bad about myself.
  • Leave the room.

Turn Weaknesses into Strengths

As proactive young professionals, we need to not judge our weaknesses too harshly – but at the same time, don’t turn a blind eye.

I wrote an article in the past about how your weaknesses can be turned into strengths. The more we can embrace reality, the more we can move towards a healthier version of ourselves.

Lead Life Assertively.

How to Confront Others?

It can happen to anyone. We go through our day, and BAM! Someone misbehaves with us. They say or do something that hurts our feelings. Or heck, sometimes they don’t even need to say ANYTHING — we can just sense the negativity or judging or whatever.

Whether or not the other person is AWARE of what they are doing — we can really feel hurt. Your feelings are real. Don’t let anyone say otherwise. Emotional scars from a single moment can last hours, days, weeks, decades, even lifetimes.

But rather than speak up – we stay silent. Instead of letting out our hurt, we bottle it in.

What’s worse is – we feel afraid to speak up in the moment and afraid to speak up after the moment too!

If we can learn to not be afraid — to confront others we can let go of baggage. We can be “lighter” when we walk around. We can stop carrying around with us so much hurt and pain. And we can learn how to communicate in a way that the other person gets our boundaries. We develop more self-respect and self-confidence.

This blog is going to help you learn WHEN to speak up and HOW to speak up so that confronting others isn’t so scary.

Why Confrontation is Good

When you don’t confront others you end up reinforcing your feelings of helplessness and inadequacy. Essentially, you undermine your self-respect.

Furthermore, those emotions have to go somewhere right? What tends to happen is that we take it out on our spouse, kids, or others.

So it’s very very important to stand up for yourself.

What You Need to Do

In order to even SPEAK UP – you need to go through a series of internal processes.

There’s a wonderful book called Toxic Parents that I borrowed some of the following ideas from.

1.You must feel strong enough to handle the other person’s rejection, denial, blame, anger, or any other negative consequences of confrontation.

This one is key since your conversation may not go well AT ALL. The other person could have NO CLUE what-so-ever what you are talking about – and refuse to acknowledge you. They could even start attacking you.

Once you get clear that it is worth it – and you can handle any response – you can confront others.

2.You must have some support group that can help encourage you to confront others and helps you at all stages of the confrontation – the anticipation, the confrontation, and the aftermath.

3.You must not put the other person down and attack the other person. Practicing before you confront others helps a lot. You have to be assertive – yet not waver between passive (feeling bad, feeling guilty, not sharing everything thats on your mind, etc.) and aggressive (attacking the other person, getting upset, blowing up, etc).

4.You must be able to talk about your secret hurts and pains. A lot of what you are sharing is about how YOU feel based on how that person treated you. This is difficult to admit, so one needs to have a strong vulnerability. A sincere openness – while at the same time.

5.You must keep the conversation focused and be clear on what you want. Don’t confront just to confront. I mean, that is a good step forward – but you should be clear on what you really want from the conversation and the relationship.

Confrontation Methods

There are a number of ways to do it. Each one has pros and cons.

  • Face to face. In this scenario, it may be best to have someone present if things get out of hand.
  • On the phone. This is not recommended – since the other person could hang up on you.
  • Text. Also not recommend. There is no way to convey the emotion, the expressions on your face (no emoticons dont count) via text. It comes off wrong. Better to hold off and meet the person face to face.
  • Letter. This is a good way since you can write out all your thoughts and revise it to get it right. Make sure to write a letter to each person you are confronting – even if you need to confront two people with overlapping issues.

What to Expect

Here’s the thing. People can get very defensive and can counterattack. And you MUST know that is a strong possibility.

To have the other person just admit they made a mistake – is rare. Afterall, if they were sensitive to begin with – there wouldn’t be a problem!

So you need to be aware of how the other person can react:

  • They may counterattack.
  • They may feel what you are saying is a personal attack.
  • They may fall back to “hot button” tactics and defense measure they have used for years
  • They may deny what you are saying.
  • They may tell you that you needed to speak up then and not now (denying the validity of what you’re saying)
  • They may undermine you confronting them – saying it’s unacceptable (challenging your challenge)
  • They may try and guilt you.
  • They may get angry and blame you.

Just know all of these tactics are so that they can preserve status quo and return you to submissive status. Your goal and intention is for understanding – not labelling and judging.

You MUST be aware of your emotions when you do confront others. You cannot let them bully you or shift the focus and distract you — this is about YOU.

This is not a battle between “right and wrong” (I’m wrong, you’re wrong!) – no. This is about YOU asserting yourself and asking the other person to be kind enough to acknowledge your hurt feelings as real.

I once had a coach who defined intimacy as this:

Intimacy is when you can reveal and show your weaknesses to others — and rather than the other person judge or label those weaknesses as bad — they understand the weaknesses.  They comfort you.

Your “closeness” or intimacy with the other person – depends on them understanding you. That being said, we can only control ourselves (see my article on Proactivity if confused). When we are confronting others, we need to understand that the process isn’t about what happened in the past so much as it is about

Being understood and acknowledge
If that isn’t possible, then it’s about speaking up and not be helpless and passive.

If the other person doesn’t receive what you have to say well – SO WHAT? At least you are standing up finally – and not sitting down. That should be your attitude.

How to Confront Others

There are a number of ways to confront others. Find a style that works for you. The key thing is to avoid putting the other person down – but instead, focus on how they made you feel based on their actions.

  • First, find a friend to talk to BEFORE you talk to the person you want to confront. Practice with them the DESC technique (described below) before you go and confront someone else. Your friend will play the person you are confronting and you play you. 🙂 Your friend should go through the list of “What to Expect” we mentioned earlier. The point is to learn how to not be afraid, to stand up for yourself, keep the conversation focused, and how not to be affected by any counter attacks.
  • Learn how to blurt. I wrote an article on this. Speaking up in the moment is better than saying NOTHING. Get into that habit. Do the blurt.
  • Learn to not speak like a victim. It’s important to say what you need to say – but also look at your contribution. I wrote an article on this recently.
  • Next, use the the DESC technique to assert yourself. DESC stands for Describe, Express, Specify, and Consequences.
  • During the conversation – remain focused on your outcome. You want to be heard and stand up for yourself. So what if the other person doesn’t get it? This is about your self-respect and sharing how the other person made you feel.
  • If the person starts fighting with you – it might be helpful to set some rules for fighting.

Thoughts?

What do you think of the above? Are you afraid of confronting someone? Share below your thoughts about this article! Would love to hear from you.

Lead Life Assertively,

Quotes for success

Success will never be a big step in the future, success is a small step taken just now. -Jonatan Martensson

Do What You Love – Be Who You Are

Do you want to be remembered for your ideas or for your issues? -Unknown

If we continue down this path, we’re liable to end up where we’re headed. -Traditional Buddhist Saying

Look within. Within is the fountain of good, and it will ever bubble up, if thou wilt ever dig. -Marcus Aurelius

Here is the test to find out whether your mission on earth is finished: If you’re alive, it isn’t. -Richard Bach

Is not life a thousand times too short for us to bore ourselves? -Friedrich Nietzsche

Your imagination is your preview of life’s coming attractions. -Albert Einstein

If we wait for the moment when everything is ready, we shall never begin. -Ivan Turgenev

Courage is not the absence of fear, but rather the judgment that something else is more important than fear. -Ambrose Redmoon

Make your life a mission, not an intermission. -Arnold H. Glasgow

Not everything that is faced can be changed, but nothing can be changed until it is faced. -James Baldwin

We cannot do everything at once, but we can do something at once. -Calvin Coolidge

Success will never be a big step in the future, success is a small step taken just now. -Jonatan Martensson

Begin somewhere; you cannot build a reputation on what you intend to do. -Liz Smith

If we did all the things we are capable of, we would literally astound ourselves. -Thomas Edison

Top Soft Skills Employers seeking from prospective Job candidates

Why employers are evaluating Soft Skills and personal qualities in the candidates ?

People skills and personality traits are important qualities, required for candidates to succeed on any job. Almost all of these skills can be learned and they are all elements that you can learn, cultivate, developed, maintained and improved over your career. Once you have identified the soft skills and values and assessed the degree to which you posses them, remember to document in your resume, have examples ready for the interview and always look for the opportunities to improve them to grow in your career. As my manager used to say: “Technical skills get you hired, but soft skills get you promoted.”

Effective Communication Skills. One of the most important skill wanted by most employers is the ability to listen, write, and speak effectively. Successful communication is critical in business. Exceptional listener and communicator who effectively conveys information verbally and in writing are almost always get the job and for a good reason: if you can listen and understand others well and can communicate your ideas well, you will be work effectively with others.

Leadership. While there is some debate about whether leadership is something people are born with, these skills deal with your ability to take charge and manage your co-workers. Goal-driven leader who maintains a productive climate and confidently motivates, mobilizes, and coaches employees to meet high performance standards.

Self motivation and self discipline. Deals with candidate’s ability to design, plan, organize, and implement projects and tasks within an allotted timeframe. Also involves goal-setting. Results-driven achiever with exemplary planning and organizational skills, along with a high degree of detail orientation.

Strong work ethics and focus on results. Best candidates are often altruistic and goal-oriented. While receiving a paycheck is a strong motivator, a good work ethic is also dedicating themselves aside to work deliver value to the organization. Doing so leads to working toward goals rather than putting in the minimum effort.

Energy and Passion. The job-seekers who get hired and the employees who get promoted are the ones with drive and passion — and who demonstrate this enthusiasm through their words and actions. Energetic performer consistently cited for unbridled passion for work, sunny disposition, and upbeat, positive attitude.

Positive attitude. Positive employees have a “how can I help you” attitude and be willing to help each other out. Negativity, sarcasm and dissent can spread like a disease and damage workplace morale and productivity. Best candidates show initiative to make themselves useful and act as teammates to one another.

Dependability. There’s no question that all employers desire employees who will arrive to work every day — on time — and ready to work, and who will take responsibility for their actions. Employers are looking for dependable, responsible contributor committed to excellence and success. A dependable employee is punctual, follows through on his tasks and shows up ready to work. Organizations cannot afford to keep employees who are not reliable: if an employee consistently arrives late to work and routinely fails to follow through or complete his on the job responsibilities, the company loses time, money and business.

Analytical and Research Skills. Your ability to assess a situation, seek multiple perspectives, gather more information if necessary, and identify key issues that need to be addressed and recommend the best solution are critically important on any job. Every potential employer, regardless of the profession, is seeking candidate who can help them to solve problems the more that you can showcase your abilities in this area will certainly catch their attention.

Staying focused on completing tasks. Employers seek job-seekers who love what they do and will keep at it until they solve the problem and get the job done. Productive worker with solid work ethic who exerts optimal effort in successfully completing tasks.

Cultural sensitivity. There is possibly no bigger issue in the workplace than diversity, and job-seekers must demonstrate a sensitivity and awareness to other people and cultures. Organizations are looking for personable professional, whose strengths include cultural sensitivity and an ability to build rapport with a diverse workforce in multicultural settings.

Team player. The ability to relate to your co-workers, inspire others to participate, and mitigate conflict with co-workers is essential given the amount of time spent at work each day. Proven relationship-builder with unsurpassed interpersonal skills. Because so many jobs involve working in one or more work-groups, you must have the ability to work with others in a professional manner while attempting to achieve a common goal. Companies are looking for resourceful team players who excels at building trusting relationships with customers and colleagues.

Problem-Solving and Creativity. Involves the ability to find solutions to problems using your creativity, reasoning, and past experiences along with the available information and resources. Companies are searching for innovative problem-solvers who can generate workable solutions and resolve complaints.

Multitasking: ability to manage multiple priorities. Deals with your ability to manage multiple assignments and tasks, set priorities, and adapt to changing conditions and work assignments. Organizations are hiring flexible team players who thrives in environments requiring ability to effectively prioritize and juggle multiple concurrent projects.

Personal Integrity. Employers probably respect personal integrity more than any other value, especially considering recent corporate scandals. There is no easy way to assess someone’s integrity during the hiring process. But if candidate is caught falsifying information on the resume or employment history, they have almost no chance of getting the job. Only professional whose honesty and integrity provide for effective leadership and optimal business relationships, are being considered by employers.

Loyalty to the organization. Employers want employees who will have a strong devotion to the company — even at times when the company is not necessarily loyal to its employees. Organizations are looking for people that stayed on the same job for 3+ years: this typically demonstrates loyalty to the organization and shows that the candidate is stable and is not jumping from position to position, but rather stays focused on the current job.

Self-Starter: Ability to Work With Little or No Supervision. While teamwork is always mentioned as an important skill, so is the ability to work independently, with minimal supervision. Companies give preference to highly motivated self-starters who takes initiative with minimal supervision.

Professionalism. Deals with acting in a responsible and fair manner in all your personal and work activities, which is seen as a sign of maturity and self-confidence; avoid being petty. Conscientious go-getter candidate, who is highly organized, dedicated, and committed to professionalism will most likely will get the job.

Ability to work effectively under pressure. The ability to work under pressure involves dealing with variables which are often outside of candidate’s control: limited resources or time constraints, the difficulty of the task or having insufficient knowledge required to complete the task, or unforeseen set of events or change of the business climate or other challenges. Companies are looking for flexible positive attitude, effective planning and time-management skills in prospective candidates to help minimize the impact of unexpected events.

Flexibility. Deals with openness to new ideas and concepts, to working independently or as part of a team, and to carrying out multiple tasks or projects. Highly adaptable, mobile, positive, resilient, patient risk-taker candidate who is open to new ideas will be given a priority, comparing to others that are missing this skills.

Self-Confidence. Represents the believe whether he/she is the best candidate for the job, based on personal self-assurance, judgements and abilities. Candidate demonstrates self confidence in the body language and language tonality, sentences that are being expressed and other verbal and non-verbal communications. Employers are looking for confident individuals that can motivate themselves and support others. Look at it this way: if you don’t believe in yourself, in your unique mix of skills, education, and abilities, why should a prospective employer? Be confident in yourself and what you can offer employers. Confident, hard-working employee who is committed to achieving excellence.

Willingness to Learn. No matter what your age, no matter how much experience you have, you should always be willing to learn a new skill or technique. Jobs are constantly changing and evolving, and you must show an openness to grow and learn with that change. Enthusiastic, knowledge-hungry learner, eager to meet challenges and quickly assimilate new concepts.