How to attract Winners - Sadika Kebbi

Sadika Kebbi - "Equipping Others"

IBGR.Network- Profit Radio and to the show Equipping Others Episode P4.09.3– How to attract, select and develop, and compensate winners. 


Greetings from Beirut, Lebanon! And now here are my greetings in Arabic Marhaba, 2ahlan wa sahlan sharftouna—translation: hello, you are most welcome to my show, it’s an honor to have you with me today.

You are listening to IBGR Network, better known as International Business growth Radio Network—IBGR is our call sign for our radio station, but we are more than that- we are a family of entrepreneurs that came together to create a shared space of collaboration where you can join us to help you start your business, enhance your business, grow your business, or reinvent your business. Anything you need to become an exemplary entrepreneur you can find it on our website especially by joining our community of Commerce where you can connect and obtain an answer to all your questions.

Connection is the secret to all your inquiries, as it is also the solution for a better world. You might find my upcoming question weird; are you an introvert or an extrovert? What about your employees? Have you ever thought of what kind of people you have on your team? Have you ever conducted a personality test, such as DISC? 

As a DISC consultant and a trainer let me explain to you a bit about this tool. DiSC® is a personal assessment tool used by more than one million people every year to help improve teamwork, communication, and productivity in the workplace. This model provides a common language people can use to better understand themselves and those they interact with—and then use this knowledge to reduce conflict and improve working relationships. DiSC is an acronym that stands for the four main personality profiles described in the DiSC model: (D)ominance, (i)nfluence, (S)teadiness and (C)onscientiousness.

Introduction: 

I am Sadika Kebbi, your host, coming to you live from Beirut, Lebanon. I am a business consultant, a DISC consultant and trainer, a certified John Maxwell trainer, coach, and speaker. I am also an NLP practitioner and a meta coach. I created my NGO, or my non-profit organization in 2016, under the name of Being Human, or Kon Ensan in Arabic, with the aim of achieving social cohesion, peace building and women and youth empowerment. 

I am also a TEDx speaker and would like to invite you to listen to my talk entitled when your enemy becomes human. Implementing the DISC personality test or analysis has helped me and many entrepreneurs to discern between introverts and extroverts in the workplace. To give a summary about personalities 

I will split them into two categories: internals and externals. 

Internals tend to take the initiative and go for the things they want in life. They are reliable. They hold themselves accountable for their actions and believe that their accomplishments in life are due to their efforts. They tend to be harder on themselves when life’s disappointments strike. When things do not turn out the way they should, they take the blame. They prefer to play games where they can test or show off their skills. They get things done by focusing their energy on them; getting the job done means more to them than dealing with social niceties. They cherish their independence. They do not like to be in situations where others must take control—for example, if they become ill, they dislike relying on others to care for them. Internals believe that they can control their work by their own behavior, but externals only work harder if they think that their hard work will lead to desirable outcomes, like pay increases, bonuses, promotions and recognition. They do not look to others for direction. They would rather do things on their own, and they resist the control that supervisors impose. 

If you are an internal and you are dissatisfied at work you are more likely to complain or quit. Internal will also try to control their work lives by setting their own flow, changing procedures and modifying work assignments.

Externals tend to feel that they do not control many aspects of their life. They believe that many things in life happen because of either good or bad luck or being in the right place at the right time. They tend to accept life’s victories and defeats as they come. They are more fatalistic and may feel a sense of helplessness in their day-to-day life. They believe that when things happen, they are often unavoidable, and they occur simply due to luck or the mistakes of others. They may feel that they were born a certain way and that they cannot change. They get to get along well with people; they are more outgoing and friendly than internals. They may actually be more of realists than internals. 

For example, if externals are women or from a disadvantaged minority groups, their external disposition may be based more on reality than superstition. They may feel that they have less control over their options in life because that is in fact the case.

Externals tend to be compliant; they look to others for guidance. Generally, externals are easier to supervise and follow directions well. They are in many ways better employees.

However, the nature of the job has some bearing on how introverts and extroverts operate. A job that requires independence, initiative, frequent changes in tasks and a great amount of information processing is best left to internals. 

Externals are better suited to jobs that are routine in nature, such as production line, clerical and unskilled labor jobs. 

Show Objectives:

1. Work behavior.
2. Internal and external personalities.
3. When leaders are at their best.
4. Making extraordinary things happen in organizations.

Key Issues:

1. What leaders do and what employees expect.
2. Knowing people who are working with you.
3. Trust comes from understanding.
4. Give employees the credit they deserve.
5. Connect with your employees.
6. Take care of the people who work for you and support the wider community.
7. Conduct surveys and collect feedback from your own people/employees. 

What You Need to Know:

Leaders reside in every city and every country, in every function and every organization. Those leaders believe that everyone can make a difference; they act in ways to develop and grow people’s talents, including their leadership. They don’t subscribe to the many myths that keep people from developing their leadership capacities and organizations from creating leadership cultures. 

One of the greatest myths is that you don’t have it, then you can’t learn it. Neither could be further from the empirical truth. After reflecting on their best leadership experiences, people come to the same conclusion—all of us are born leaders. We all have leadership qualities ingrained. All that we need is polishing them up and bringing them to the forefront. It is an ongoing process to develop ourselves as a leader, but unless we take on the leadership challenges presented to us on a daily basis we cannot become better at it. And to become better at it we need to create leaders and be surrounded by leaders; thus you attract, develop, and retain winners in your organization. 

Previous episode: Episode P4.08.3– How to build reward and accountability systems that drive performance. 

Next Episode: Episode P4.010.3– Why Prepare a Business Plan? 

If you would like to know more about your host, or get in touch check the links below:

https://www.youtube.com/watch?v=ee6JrASKiD0
https://www.facebook.com/sadika.kebbi
https://www.facebook.com/kebbisadika/
https://www.facebook.com/be.human.2017/?ref=bookmarks
https://www.instagram.com/skbeinghuman/
https://www.instagram.com/kon2ensan/
https://www.linkedin.com/in/sadika-kebbi-a424a51a/

https://www.amazon.com/Temptations-Flesh-Madame-Bovary-Awakening/dp/3844326278/ref=sr_1_3?dchild=1&keywords=sadika+kebbi&qid=1604905871&s=books&sr=1-3

https://www.amazon.com/Hidden-Face-Scheherazade-Stories-Behind/dp/1733077502/ref=sr_1_1?dchild=1&keywords=sadika+kebbi&qid=1604905871&s=books&sr=1-1

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