Inspiring Innovations, Inc.

After a long sabbatical from the opportunity to “present” at a major professional conference, recently I traveled to another state to share and pitch a new progressive workforce concept.  Was I nervous…YES!  But at the same time very excited and prepared to facilitate a workshop on a topic that I felt had the potential to transform the historic “job-prep” scenario…into an organized, modernized, all-jobs impactor action!

Well as a small group formed in my presentation room, I quickly realized that I had attendees from at least ten (10) different states.  And when I announced that I would NOT be using a power-point, did NOT have a series of hand-outs and I primarily wanted to Maximize Engagement with everyone…I received a fun, enthusiastic round of applause!!

This week’s TRIPLE III TIME topic:  Maximize Engagement isn’t really about my workforce development idea nor my workshop experiences, rather this message is all about the high need and value of professional, personal engagement with everyone you interact with…every time you can.

By working to Maximize Engagement not only do you heighten people’s understanding of your thoughts and important points…but equally you obtain relevant feedback that may improve the concept you are working on.  Additionally, because we all need to regularly “exercise” our listening skills, the potential to hear more diverse discussion regarding progress challenges and/or discoveries connected to an innovation you may be proposing…are always more welcomed when Maximize Engagement is the priority.

With today’s increased technological shifts away from in-person meetings, the capacity to Maximize Engagement among colleagues and co-workers has become somewhat diluted.  As a result, it is totally a PERSONAL RESPONSIBILITY to reapply this professional development opportunity in every situation you can.

One of the standard components of every “job search” workshop is a strong segment on interviewing.  Having a great resume, a good work history, extra education and a number of quality references can all be very important…but in the end how you “perform” during an interview most often holds the success attainment key to that next job.

But wait, how about if we turn the table.  For professional development’s sake…did you ever wonder what kind of “interviewing preparation” steps are taken by those who are conducting the interviews?

The goal of this week’s TRIPLE III TIME message:  Interviewing With Authenticity is to focus on the critical role taken by every job interviewer with regard to personnel selection and organizational growth.

In many circumstances today interviews are conducted with a team of organizational leaders…right?  And almost standardly there is one person who makes sure each interviewer has a list of questions to ask…in what order…and by who.  Does that sound familiar?

So when you think of that scenario…isn’t it everyone’s wish to have the person being interviewed to shine…be confident…and be authentic…right?  But what about the interviewers…does the process described sound “shiny” and in any way push the interview team to look/feel in any way authentic??

I believe that it is extremely necessary for all organizations to assess their employee interview processes and to specifically prioritize the “personality” you wish to convey and effectively begin with Interviewing With Authenticity!

Yes I know there are certain legal questions you must avoid…but consider does your interview team and process reflect your agency culture…commitment to growth…future purpose…and a united foundation.  Or does your interview method portray a maintenance organization with historic practices I don’t even want to list.

Although Interviewing With Authenticity should be easy….my challenge in preparing this TRIPLE III TIME message reveals it is not.  So start by taking a hard look at your interview processes and make progressive personality and AUTHENTICITY upgrades as appropriate.  I guarantee your next interview will be FUN!

Is it the year 2024…or are we still in a time of older use of out-of-date terms like:  Hard Skills and Soft Skills?  Maybe it is just me…but I feel confused when I hear people in different employment sectors tell me how important “Soft Skills” have now become and that “Hard Skills” knowledge has been placed on the back burner.  Or maybe its when I show my often old-fashioned state of mind and I ask consultant customers to explain and list the Hard Skills versus Soft Skills so I can be more aware of this transitional occurrence!!

Today I believe that in the workplace… there is no longer an either/or position regarding Hard/Soft Skills.  Time, occupational blending and cross-training has dissolved much of the traditional separation of Hard and Soft Skill traits.  How… because sometimes you need to be tough-minded… but also caring in working with customers/employees.  Additionally, isn’t it critical in the public or private sector that everyone understand performance and the fiscal bottom line?  Yes… but stressing the importance of team-building, idea-generation and emotional intelligence is also high-value when building professional GROWTH SKILLS.

Am I making my point??  Let’s continue.

When a conversation comes around to a discussion of Hard and Soft Skill development in my consultant job areas… I try to steer the conversation to a new list of professional GROWTH SKILLS which I refer to as a set of 5-C’s:

• Communication
• Conflict
• Collaboration
• Competition
• Compromise

Think about it!  Each of the 5-C’s GROWTH SKILLS components absolutely require experience, knowledge, and expertise derived from historic Hard and Soft Skills definitions and applications.  However, the challenge TODAY is to effectively blend them within today’s 5-C’s GROWTH SKILLS line-up.

Now… “Can’t We Just Say:  GROWTH SKILLS?”