How to develop skill mastery in all employees - Sadika Kebbi

Sadika Kebbi - "Equipping Others"

​IBGR.Network- Profit Radio 

Skills’ Mastery 
How to develop skill mastery in all employees. 

Hello beautiful people! 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. 

Introduction: 

I am Sadika Kebbi, your host, coming to you live from Beirut, Lebanon. As a business consultant, I have learned over the years that nothing can be more motivational than helping your team, staff, or employees to grow and develop. Investing in yourself and in people has never failed, since business, education, us, as humans and even life are undergoing constant change. Working as a consultant for years now, has offered me a platform of close observation. People glow when they grow, and as the Johari window concept highlights their open area or “Arena” enlarges while their hidden, blind spot and unknown areas minimize. 

What is the Johari window model?
It is necessary to improve self-awareness and personal development among individuals when they are in a group. The ‘Johari’ window model is a convenient method used to achieve this task of understanding and enhancing communication between the members in a group. American psychologists Joseph Luft and Harry Ingham developed this model in 1955. The idea was derived as the upshot of the group dynamics in University of California and was later improved by Joseph Luft. The name ‘Johari’ came from joining their first two names. This model is also denoted as feedback/disclosure model of self-awareness.

Show objectives:

1. Express gratitude to others.
2. Developing your awareness of others.
3. Developing your awareness of others.
4. Developing your management of others.
5. Developing your influencing skills.
6. Conflict resolution.
7. Achievement orientation 
8. Organizational awareness.
9. Teamwork and collaboration.

Key Issues:

1. Empathy.
2. Service Orientation.
3. Active listening.
4. Developing others.
5. Influencing styles and strategies.
6. Developing achievement orientation.
7. Office politics.
8. Relationships—my team development. 

What you need to know:

Being aware of things in our lives for which we can be grateful is an important step to our growth and others’ growth. Sometimes it can have added value if we express and show gratitude to others. When we talk about the things we feel grateful to others, they may tell us about what they feel grateful for. This will lead to positive conversations. Also, telling our employees directly that we are grateful to them for something they have done, will improve our relationship. Having more positive relationships in the workplace is another path to success. In general, expressions of gratitude keep people in a more positive frame of mind. 

1. Doing acts of kindness.
2. Help your team to mange change.
3. Empower them. 
4. Allow them to contribute.
5. Work independently with the group.
6. Resolve disputes before they fester.
7. Have an active involvement in their development.
8. Become catalysts of change.
9. Create a conductive environment.
10. Know the organization’s mission and functions.

Shows

Previous: P6.02.3– Act Together
Next: P6.04–Bring Them Together to Achieve Your Company’s mission. 

P6.03.3PM