#improve interpersonal communication

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A Simple Exercise to Encourage Openness

Openness can frequently result in "revelations," both good and bad, concerning corporate performance and its consequences for the future, or about behaviours, culture, and the effects on employees and performance.

[itskimhill]

Nelson Mandela's example can be used to understand how to improve communication skills.

Improve your communication with others and to listen to them. In the end, compassion and liberal accomodation, in my opinion, are the only real change-catalysts. Mandela realised how important communication is. The majority of the time, people believe that communication is incredibly simple, however effective communication needs more than simply words.

[itskimhill]

6 Characteristics of Adaptable Individuals

Adaptable people have elastic-like energy, a desire to bend and break habits, and a willingness to challenge themselves when their circumstances change. They are more likely to confront issues, pivot among diversions, and respectfully go forward. Adaptable persons are more likely to plan and strive for continuous growth. Those that are flexible reflect on both the risks and the rewards, balancing the "what can we be doing better" rays.

[itskimhill]

Psychological Safety: What’s in it for Employees?

Working within a psychological safe space enhances individual and team performance. Individuals are not afraid to make mistakes and thus are more likely to take risks and express their new ideas to their managers. Individuals feel safer within their teams and thus constructive criticism, collaborative work, and improved dialogue allows teams to reach improved results. Therefore, companies should encourage and enable managers to build psychologically safe work environments.

[itskimhill]

Why Some Employees Are Not Accountable?

Some people seek being accountable and feel a sort of satisfaction of being (or seen) accountable as this fulfils some of their higher human needs (in Maslow’s pyramid) like Self Actualization. Other people feel afraid of this word especially in the work environment as it’s probably will include either more responsibilities or more blame. 

[itskimhill]

The Human in Organizations

Their success involves several factors. At the root of the company’s success is an excellent product, but this is only the beginning. The road to failure is littered with many good products made by poorly managed companies that, as a result, are no longer with us. Kikkoman, however, has been around for such a long time and has had such a great financial success because its commitment to people-its employees, it’s suppliers and its neighbors in the community. In addition, the company has been actively involved in new ventures, pushing the edge of technology and its own influence to the farthest reaches of the globe.

This short e-book will give you insight of:

A brief introduction to "The human relations movement"

"Humanizing the organizations", or "mechanizing (dehumanizing) the humans"; what are these, and which one is easier for organization?

Case study from one of the biggest airlines in United States

How then can we create a Humanized organization?

... and more

[itskimhill]

Does Accountability Means Blame?

Some may consider an accountability-based environment is an environment of accusation & blame and “holding people’s feet in the fire” which leads to low performance while a responsibility-based environment is a more empowering environment, and this leads to high performance and happier employees. This is based on the belief that accountability is not shared while responsibility is. So, if there are many employees who are responsible of performing a task (or set of tasks), only one employee (or a leader) is accountable for the results of this task (or set of tasks) and its consequences.