Comments for KateNasser.com http://katenasser.com The People-Skills Coach™ Mon, 06 Feb 2012 20:48:49 +0000 hourly 1 http://wordpress.org/?v=3.3.1 Comment on Leaders, Pain Free Journey to Engage Employee Accountability by Liz Weber http://katenasser.com/leaders-pain-free-journey-to-engage-employee-accountability/comment-page-1/#comment-12895 Liz Weber Mon, 06 Feb 2012 20:48:49 +0000 http://katenasser.com/?p=20211#comment-12895 Kate - Another great insight to ensure Accountability isn't viewed, perceived as negative --- because it's not! Stop running from employee engagement. Leaders it's part of your job! Keep the great ideas coming! L Kate – Another great insight to ensure Accountability isn’t viewed, perceived as negative — because it’s not! Stop running from employee engagement. Leaders it’s part of your job! Keep the great ideas coming! L

]]> Comment on Customer Service & IT Support Leaders: Do You Hear the Envy? by Anne Egros http://katenasser.com/customer-service-it-support-leaders-do-you-hear-the-envy/comment-page-1/#comment-12893 Anne Egros Mon, 06 Feb 2012 17:23:26 +0000 http://katenasser.com/?p=20320#comment-12893 As a parent if your child is being bullied you step in right ? so as a manager if you don't listen and ask question to understand the real needs your employees have, it can only get worse until you pay real attention to their pain and empower them to give you solutions to fulfill their needs. Great post and love the pictures ! As a parent if your child is being bullied you step in right ? so as a manager if you don’t listen and ask question to understand the real needs your employees have, it can only get worse until you pay real attention to their pain and empower them to give you solutions to fulfill their needs. Great post and love the pictures !

]]> Comment on Customer Service & IT Support Leaders: Do You Hear the Envy? by Khalid http://katenasser.com/customer-service-it-support-leaders-do-you-hear-the-envy/comment-page-1/#comment-12891 Khalid Mon, 06 Feb 2012 14:13:53 +0000 http://katenasser.com/?p=20320#comment-12891 Kate, I second Martina's comment. It's all to do with perception of the employees. If they perceive what they do as positive then it will be :) Regards, Khalid Kate,

I second Martina’s comment.

It’s all to do with perception of the employees. If they perceive what they do as positive then it will be :)

Regards,
Khalid

]]> Comment on Customer Service & IT Support Leaders: Do You Hear the Envy? by Martina http://katenasser.com/customer-service-it-support-leaders-do-you-hear-the-envy/comment-page-1/#comment-12888 Martina Mon, 06 Feb 2012 10:47:59 +0000 http://katenasser.com/?p=20320#comment-12888 The behavior of the leaders set the tone for the rest of team or organization. In the situations that you have described, if the IT team is approached as valuable individuals, who make a significant contribution to the funtioning and success of the team, and they are included in the celebration of team "wins", then a lot of the envy and discordance will disappear. This is true for any divers sections or teams within an organization. Good post, Kate. Martina @martinamcgowan The behavior of the leaders set the tone for the rest of team or organization. In the situations that you have described, if the IT team is approached as valuable individuals, who make a significant contribution to the funtioning and success of the team, and they are included in the celebration of team “wins”, then a lot of the envy and discordance will disappear.
This is true for any divers sections or teams within an organization.
Good post, Kate.
Martina
@martinamcgowan

]]> Comment on Leaders, 12 Worthy Kudos to Spark Employee Engagement by Customer Service & IT Support Leaders: Do You Hear the Envy? | Kate Nasser http://katenasser.com/leaders-12-worthy-kudos-to-spark-employee-engagement/comment-page-1/#comment-12879 Customer Service & IT Support Leaders: Do You Hear the Envy? | Kate Nasser Mon, 06 Feb 2012 04:26:02 +0000 http://katenasser.com/?p=19764#comment-12879 [...] Related Posts: Leaders, 12 Worthy Kudos to Spark Employee Engagement [...] [...] Related Posts: Leaders, 12 Worthy Kudos to Spark Employee Engagement [...]

]]> Comment on Leaders, Pain Free Journey to Engage Employee Accountability by Chery Gegelman http://katenasser.com/leaders-pain-free-journey-to-engage-employee-accountability/comment-page-1/#comment-12832 Chery Gegelman Sat, 04 Feb 2012 14:18:59 +0000 http://katenasser.com/?p=20211#comment-12832 Kate, I love this part of your post, "Honor employees contributions and they will honor their responsibilities." And the quote Peggy Fitzpatrick pulled out as well, “Create the opportunity and culture for excellence and watch employees engage and embrace accountability.” And deeply appreciate all of the action steps you listed. This blog is the perfect companion for "Why leaders need to practice compassionate accountability." http://smartblogs.com/leadership/2011/12/15/why-leaders-need-to-practice-compassionate-accountability/ Thank you ~ As Always ~ For Sharing Your Powerful Insights! Kate,

I love this part of your post, “Honor employees contributions and they will honor their responsibilities.” And the quote Peggy Fitzpatrick pulled out as well, “Create the opportunity and culture for excellence and watch employees engage and embrace accountability.” And deeply appreciate all of the action steps you listed.

This blog is the perfect companion for “Why leaders need to practice compassionate accountability.” http://smartblogs.com/leadership/2011/12/15/why-leaders-need-to-practice-compassionate-accountability/

Thank you ~ As Always ~ For Sharing Your Powerful Insights!

]]> Comment on Leaders: Replace These 5 Behaviors to Attract Top Talent by Alex Dail http://katenasser.com/leaders-replace-these-5-behaviors-to-attract-top-talent/comment-page-1/#comment-12790 Alex Dail Fri, 03 Feb 2012 03:21:52 +0000 http://katenasser.com/?p=18899#comment-12790 One more thing I find that drives away talent is not treating employees as responsible people who understand that job performance is tied to their employment, but emphasizing accountability (i.e.,a watch dog mentality). Thanks for a great topic in a time where organizations are becoming are blaming their employees for the ills brought about by management decisions. Leaders need to look at what situation they are creating that is making it difficult for employees to do their jobs before placing blame. One more thing I find that drives away talent is not treating employees as responsible people who understand that job performance is tied to their employment, but emphasizing accountability (i.e.,a watch dog mentality).

Thanks for a great topic in a time where organizations are becoming are blaming their employees for the ills brought about by management decisions. Leaders need to look at what situation they are creating that is making it difficult for employees to do their jobs before placing blame.

]]> Comment on Leaders, Pain Free Journey to Engage Employee Accountability by Pam Ross http://katenasser.com/leaders-pain-free-journey-to-engage-employee-accountability/comment-page-1/#comment-12788 Pam Ross Fri, 03 Feb 2012 01:17:09 +0000 http://katenasser.com/?p=20211#comment-12788 Great post Kate! I love number 4. Leaders have to illustrate and demonstrate accountability themselves. They are the culture, and have to realize that every small thing that they do has an impact. Great post Kate! I love number 4. Leaders have to illustrate and demonstrate accountability themselves. They are the culture, and have to realize that every small thing that they do has an impact.

]]> Comment on Leaders, Pain Free Journey to Engage Employee Accountability by Bob O'Brien http://katenasser.com/leaders-pain-free-journey-to-engage-employee-accountability/comment-page-1/#comment-12777 Bob O'Brien Thu, 02 Feb 2012 17:28:27 +0000 http://katenasser.com/?p=20211#comment-12777 A good teaching moment, Kate. Thanks. I have found that being clear about expectations and standards of performance is critical to get the job done with excellence. Leaders must always assess how connected they are with their followers and make changes accordingly. Showing employees that they care without blame, that we are all on the same page. I like to take those moments of a job not done well as a mid course correction that might require, once again, being clear about a particular goal. It indicates to staff that they are valued and cared for. A good teaching moment, Kate. Thanks. I have found that being clear about expectations and standards of performance is critical to get the job done with excellence. Leaders must always assess how connected they are with their followers and make changes accordingly. Showing employees that they care without blame, that we are all on the same page. I like to take those moments of a job not done well as a mid course correction that might require, once again, being clear about a particular goal. It indicates to staff that they are valued and cared for.

]]> Comment on Leaders, 12 Worthy Kudos to Spark Employee Engagement by David Lapin http://katenasser.com/leaders-12-worthy-kudos-to-spark-employee-engagement/comment-page-1/#comment-12776 David Lapin Thu, 02 Feb 2012 16:39:16 +0000 http://katenasser.com/?p=19764#comment-12776 Kate, thank you for a laser-focused beacon of sharp guidance. We often here the generic "show gratitude to improve engagement." But show gratitude to who? For what exactly? Thanking to everyone for everything devalues the power of gratitude. Focusing it on the right behaviors and attitudes amplifies the gratitude exponentially. David Author: Lead By Greatness http://LeadByGreatness.com Kate, thank you for a laser-focused beacon of sharp guidance. We often here the generic “show gratitude to improve engagement.” But show gratitude to who? For what exactly? Thanking to everyone for everything devalues the power of gratitude. Focusing it on the right behaviors and attitudes amplifies the gratitude exponentially.

David

Author: Lead By Greatness
http://LeadByGreatness.com

]]> Comment on Super Customer Experience: Loyalty not Imprisonment! by Kate Nasser http://katenasser.com/super-customer-experience-loyalty-not-imprisonment/comment-page-1/#comment-12774 Kate Nasser Thu, 02 Feb 2012 15:12:07 +0000 http://katenasser.com/?p=20117#comment-12774 You said it Mark. True loyalty is not from dependence. It is from meeting needs and delivering great experiences that build trust and belief that the provider will meet future needs well! Thanks for your comment here on Smart SenseAbilities. Hope you will share your insights on any post of interest -- any time. Warmest thanks and regards, Kate You said it Mark. True loyalty is not from dependence. It is from meeting needs and delivering great experiences that build trust and belief that the provider will meet future needs well!

Thanks for your comment here on Smart SenseAbilities. Hope you will share your insights on any post of interest — any time.

Warmest thanks and regards,
Kate

]]> Comment on Super Customer Experience: Loyalty not Imprisonment! by Mark Orlan http://katenasser.com/super-customer-experience-loyalty-not-imprisonment/comment-page-1/#comment-12770 Mark Orlan Thu, 02 Feb 2012 13:23:47 +0000 http://katenasser.com/?p=20117#comment-12770 Imprisonment is a strong word, Kate, but I think it's appropriate in the context of your post. A lot of times customers feel like they're held hostage by companies that just don't seem to put their needs first. I'd even venture to challenge many current loyalty programs - airline, retail, and credit cards - that use points to lock customers into a forced loyalty. Rather than providing great experiences and memories that are authentically focused on the customer, they use their point programs as a replacement, making it difficult for customers to go elsewhere for fear of leaving points on the table. Talk about imprisonment! Imprisonment is a strong word, Kate, but I think it’s appropriate in the context of your post. A lot of times customers feel like they’re held hostage by companies that just don’t seem to put their needs first.

I’d even venture to challenge many current loyalty programs – airline, retail, and credit cards – that use points to lock customers into a forced loyalty. Rather than providing great experiences and memories that are authentically focused on the customer, they use their point programs as a replacement, making it difficult for customers to go elsewhere for fear of leaving points on the table.

Talk about imprisonment!

]]> Comment on Leaders, Pain Free Journey to Engage Employee Accountability by Peggy Fitzpatrick http://katenasser.com/leaders-pain-free-journey-to-engage-employee-accountability/comment-page-1/#comment-12753 Peggy Fitzpatrick Thu, 02 Feb 2012 01:42:51 +0000 http://katenasser.com/?p=20211#comment-12753 Very insightful Kate! I especially love this "Create the opportunity and culture for excellence and watch employees engage and embrace accountability." Really nice sentiment and something to think about moving forward. Very insightful Kate!
I especially love this “Create the opportunity and culture for excellence and watch employees engage and embrace accountability.”

Really nice sentiment and something to think about moving forward.

]]> Comment on Leaders, Pain Free Journey to Engage Employee Accountability by Dr. Marla Gottschalk http://katenasser.com/leaders-pain-free-journey-to-engage-employee-accountability/comment-page-1/#comment-12751 Dr. Marla Gottschalk Thu, 02 Feb 2012 00:29:51 +0000 http://katenasser.com/?p=20211#comment-12751 Nice work Kate. It is so very true that building a culture of trust is key to developing engagement and increased accountability. Sometimes it is difficult for an organization, and its leaders to see behaviors such as blame as counter-productive. Often, they simply need a "replacement script" to begin changing their course. When they see the changes in their employees, they see the benefits. Thanks for the great options here. Nice work Kate.
It is so very true that building a culture of trust is key to developing engagement and increased accountability. Sometimes it is difficult for an organization, and its leaders to see behaviors such as blame as counter-productive. Often, they simply need a “replacement script” to begin changing their course. When they see the changes in their employees, they see the benefits. Thanks for the great options here.

]]> Comment on Leaders, Pain Free Journey to Engage Employee Accountability by Kate Nasser http://katenasser.com/leaders-pain-free-journey-to-engage-employee-accountability/comment-page-1/#comment-12742 Kate Nasser Wed, 01 Feb 2012 18:47:38 +0000 http://katenasser.com/?p=20211#comment-12742 I like your saying John ... it rings true in a common sense way. Thanks for sharing it here! I like your saying John … it rings true in a common sense way. Thanks for sharing it here!

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