Tag: Marketing Solutions Bavdhan

Do You Suffer from “Imposter Syndrome”?

Fortune 500 coach and author Peggy Klaus is a world-class trainer and has just had her second book released. Like her first title (BRAG! The Art of Tooting Your Own Horn Without Blowing It), this new one, The Hard Truth About Soft Skills: Workplace Lessons Smart People Wish They’d Learned Sooner, offers succinct, real life advice about how people can enhance their social, communication, and self-management behaviors so that they can move up in their careers. Here’s the third and final part of my interview with Peggy:

LGL:    What are the biggest soft skills differences between men and women?

PK:    Men don’t seem to suffer from the “imposter syndrome”—or at least they are less likely to admit it when they do—even if they lack the experience or expertise that’s required for the job. In general, men are also more comfortable with self promotion and with certain aspects of office politics, especially competition. Women, on the other hand, are usually better at communication and at building and nurturing relationships. They tend to be more aware of their environment and to pick up on cues that men miss. In addition, women are generally more open to change and self-improvement. Unfortunately though, women are also prone to taking things that happen at work too personally, something that men are unlikely to do.

LGL:    In your book, you highlight 54 lessons that smart people wished they had learned sooner when it comes to using their soft skills. What are some of your favorites, especially if you really want to impress your boss?

PK: Here are some of my favorites:

Books are judged by their covers and the same is true for you.
Find out how they want to hear it and adjust your communication accordingly.
Learn the unspoken rules of your workplace.
Your boss wants you to figure it out. 
When you can’t deliver, don’t say yes but be careful how you say no.
Don’t be the last one to find out how you are doing.
Tooting your horn isn’t just for performance reviews.
Think long and hard before going over your boss’s head.
Don’t let the fear of sucking up hold you back.
Get smart about asking dumb questions.
 
LGL:    How can people test and improve their soft skills savvy?

PK:    The online Take 24 Soft Skills Quiz is for anyone who wants to take their career to the next level. This automated self-assessment quiz tests and tallies personal soft skills savvy in a number of key areas. It quickly identifies strengths and aspects needing improvement with just 24 questions, then provides customized advice. It’s available at www.peggyklaus.com or www.bettersoftskills.com.

LGL:    What are soft serve parties?

PK:    Soft Serve Parties are an easy and fun way of serving up the soft skills in an informal environment. I lead the events and focus on essential but often-ignored soft skills lessons for the workplace. Interspersed with lively and experiential exercises, the programs lasts about two hours—and, yes, soft serve ice cream tops off each event!

Should Your Organization Hire a Risk Manager?

In today’s turbulent business climate, can your organization ignore risk management? Every organization must consider risks seriously, whether you are a two-person shop or a major corporation reporting to stockholders. Who in your organization performs this function?

    Many organizations have an employee who wears many hats, and usually, organizations place insurance, safety and risk management responsibilities with either a finance person or, in larger organizations, a personnel director. That decision may work if you have a small organization, but as your business grows, so do your assets at risk and your loss exposures.
    A risk manager analyzes an organization’s core business functions to determine insurance coverage needs and to reduce risk. To analyze coverage, the risk manager must examine the organization’s current and impending activities to determine if those endeavors are covered adequately under its current insurance policies. For example, a few months ago I heard from a frantic North Carolina business owner. He assumed that, although he had two corporations, all his employees were covered for workers’ compensation. When one of his employees was injured, he found out the hard way that employees under the second corporation were not covered under his workers’ compensation coverage. With thorough risk management and an experienced independent insurance agent, this loss could have been prevented.
The risk manager often becomes to “go-to” person in an organization when employees see trouble on the horizon. “Can we do this?” is a question the risk manager must answer frequently. A risk manager’s job is rarely to say “no.” Instead, the job often requires imagination and innovation to answer the question, “How can we do this?”
    A risk manager’s job may involve working with line supervisors to ensure employees are following safety procedures. If you have no written personnel or safety procedures, a risk manager will work with peers to develop them for your organization. Personnel issues such as sexual harassment or potential dismissals may, in conjunction with human resource officers, involve the risk manager. Training, such as supervisor safety training, will probably fall to a risk manager. OSHA and safety inspections and adherence to safety policies are a regular part of the risk management function, as well. Managing claims is an integral part of the insurance function. The risk manager works with other managers to ensure all losses, whether injury or property damage, are reported timely to insurance carriers. Developing a reporting procedure for all claims to guaranty prompt claims reporting is critical to accident management.
    Educational backgrounds vary among risk managers. While most hold at least a bachelor’s degree and professional accreditations such as the Associate in Risk Management developed by the Insurance Institute of America, the major issue to consider is the ability to think creatively to embrace where appropriate, to mitigate or to avoid risk. While a risk manager must be able to interact with senior managers and board members, he or she must also be comfortable with line employees, where safety problems occur most frequently. If you must make a choice, choose excellent communication skills and good common sense over technical training.
    When is it time to consider either hiring a risk manager? There are “rent-a-risk managers” who will consult with your organization for a monthly or annual fee. However, if the potential savings a risk manager offers your organization exceeds his or her salary, given an acceptable rate-of-return, your organization should strongly consider hiring a risk manager.