Level up: Three ways to ask for more responsibility at work

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Those who want to climb up the corporate ladder must learn how to highlight their skills, talents, and character. In a corporate setting, there's always a place for those who want to put their time and talent to good use. For business coach Emile Haddad, one must have a clear plan before discussing taking on more work with a superior. Here are three ways to request for more tasks at work.

1. Schedule a one-on-one meeting with the superior. Asking a boss when having an informal lunch with the rest of the team might not be the best idea. Organizing a one-on-one meeting will allow managers and supervisors to hear the employee's request formally. This can also be an opportunity for the superiors to provide options that will make the request work.

2. Present a carefully considered plan
A well-thought-out plan will show a person's earnestness, explains Emile Haddad. During the meeting, it might benefit the employee if they already have a carefully considered plan. Making a proposal or a presentation will give superiors the chance to take note of points. Discussing how the plan will benefit the team and company might tip the scales in the employee's favor.

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3. Show dedication.
Leaders will carefully watch employees requesting more work to see if they are ready for more duties. While these superiors are still deciding on the request, the employee should continue showing excellence in performing the usual tasks. From a superior's point of view, allowing a person to take on more jobs can affect the whole team's performance. Demonstrating commitment even while waiting for an increase in tasks wills set-up a person for success.

Emile Haddad is a Seattle-based business coach who believes that a company’s success is dependent on the condition of its employees. He conducts seminars and lectures that unlock workers’ strengths and hidden potentials. Visit this blog for reads on succeeding at work.

Employee recognition and how it prevents company catastrophes

In all his years helping companies grow, Emile Haddad has noticed that in many instances, huge disasters that bring down entire businesses begin with the smallest things. Because of this, it’s important for business owners and managers to take a closer look at some details that may have a company-wide effect.

For this blog, Emile Haddad focuses on how the simple act of recognizing the efforts of employees can be enough to stave off a catastrophe.

Picture this – a small distribution business with about a dozen or so office workers taking in calls and plotting out schedules through which the company delivery vans will be delivering products. In the office, all 12 of the employees work hard for 8 hours a day, 5, maybe 6 days a week. Of course, not everyone works at the same pace. Some employees get the job done faster than others. Other employees get sick. However, even with the slight disparities in productivity, the tasks get done, and the products get delivered.

At the end of the year, management decides to reward four, maybe five of its employees who they deem to have worked the hardest and make a huge deal of their efforts. The rest of the team are left there staring at each other, having had fought tooth and nail, but never given credit.

What happens after? Feeling dejected, the remaining seven or eight decide to (secretly) look for new jobs. They hand in their resignation papers at the start of the following year all at the same time.
Now, Emile Haddad suggests an alternative take on it – where everyone is recognized, but only one outstanding employee is given an award. This way, nobody is alienated, and everyone feels they’re still appreciated. Think about it.

Emile Haddad is a Seattle-based business consultant who teaches entrepreneurs about the importance of respect and building a culture of excellence in the workplace. For similar reads, go to this page.

Is there a secret weapon to success?

The short answer is no. There isn’t a secret weapon to success; there are, however, secret weapons. And many successful business leaders and entrepreneurs can attest to this. The lack of a single path to success has led many effective leaders to carve their own journey to reach their dreams.

When one doesn’t enjoy what they’re doing, it’s easy to fail and quit. To achieve success, it’s beneficial to find what one is passionate about and begin from there. Yes, not every passion project will be successful, but it’s enough driving force to propel one to work hard and smart. According to business consultant Emile Haddad, those who love what they’re doing can create solutions that stand out. Successful entrepreneurs say the same thing: Choose a problem you’d want to solve and develop the best solution.

Entrepreneurs must not stop there, though. Once they’ve found the best solution and are ready to sell it to the market, the product or service must be something they are proud of. Creating solutions with integrity can be a challenge nowadays. However, it is a quality every leader must strive to have, in addition to curiosity and resilience, characteristics that can help one to keep on creating unique and effective solutions to problems encountered by people every day.

Emile Haddad believes that—in this day and age—it’s difficult for leaders to be present. Nothing beats true face time. Being a hands-on leader creates a safe environment for the business and the employees to grow and mature.

Emile Haddad is a Seattle, Washington-based business coach who has taught many employees about the different skills they need to achieve professional success. Head over to this blog for more updates.

Three ways to deal with the office know-it-all

Dealing with a know-it-all can be frustrating especially in the fulfillment of tasks and responsibilities. In a professional setting, it's important to keep emotions in check before confronting a colleague with whom there are disagreements. Business coach Emile Haddad shares some ways to approach the workplace know-it-all.

Don't be afraid to engage

Know-it-alls tend to think that their way is the best. While some of them are actually good at what they do, the contributions of other team members could be more valuable. In this case, it's okay to engage. Don't be afraid to question their points or to verbalize the possibility of a better option. To prevent embarrassing the all-knowing co-worker, always remember to be courteous and diplomatic. In the process, encourage them to listen to what others are saying.

Confront, don't compete

When there's a know-it-all in the team, some people choose to put on their competitive face, ruining the dynamic. This might also send the wrong message to the difficult co-worker, making them think that they're being challenged. Emile Haddad suggests confronting the person in private to avoid embarrassment and conflict within the team. Leaders must also state the importance of collaboration and cooperation within the group.

Delegate specific tasks

Some people who seem to know it all just want to share their knowledge. But there are employees who want to assert their position over others even when they're clearly in the wrong. For difficult co-workers who still won't change even after confrontation, delegating tasks that will challenge their skills can be a good solution. This will require them to focus and put their knowledge to good use without compromising the team's performance.

Emile Haddad of Seattle is a business coach and consultant. His focus is helping entrepreneurs with their bottom line through simple yet effective learning plans. Visit this page to learn more.

The proper way to reprimand employees

Emile Haddad always believes that the relationship between management and employees is critical to the success of a company. He also believes that this relationship is as fragile as anything else in the company, thus needs to be nurtured and taken care of.
 One of the biggest factors that affect this is how employees are reprimanded by their higher ups. Haddad recounts how surprised he was, years ago, when he started helping companies grow and expand. He remembers how so many supervisors and managers who were technically skilled had no idea how to reprimand their subordinates, or worse, reprimanded them the wrong way.

Here are a few tips he shares when it comes to reprimanding employees.

• As the saying goes, “Praise in public, reprimand in private.” Managers and supervisors need to know that nobody responds well after being humiliated in front of their peers. Also, when reprimanding in private, higher ups should keep the conversation as confidential as it should be.

• When reprimanding, managers and supervisors need to be specific. They need to point out the exact problem and stay on it throughout the conversation. Anything less than this may end up confusing the employee.

• In line with the previous item, higher ups should also keep a consistent, firm tone of authority. Of all the things needed when reprimanding an employee, Emile Haddad puts professionalism at the top of the list. Having said that, he also suggests that the conversation end with unsolicited advice on how an employee can improve.

Emile Haddad is a Seattle, WA-based business coach and consultant. He believes that a culture of excellence can be cultivated by observing the values of professionalism and accountability. More tips and insights on business here.

Reasons why you should have a business coach

Getting a business coach to help you out does not, in any way, constitute an admission of failure. In truth, it’s probably the smartest move you can make, reflecting your dedication to making your business thrive, explains business consultant Emile Haddad. Hereunder are some other key reasons to consider working with a business coach.

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One, you want to be driven and pushed. This is just like getting a personal fitness trainer. Not having a business coach may just leave you mired in daily tasks with no clear assessment strategies to know what your next business move should be. Sometimes you’re just stuck in the crossroads; you know you’re ready to progress to the next step, but you’re not sure how to do so. A business coach can present you with that clear path to growth.

A business coach will take you out of your comfort zone. A business coach is someone with whom you can bounce off your ideas, someone who challenges them, tells you if they are not feasible and realigns them in the right direction. It could be that what you need is this figure, this sounding board, who can provide you with needed constructive criticism.

You likewise can take advantage of a business coach’s experience in the industry. Your understanding of your business may be limited by what you know from previous jobs you’ve had or your personal entrepreneurship biases. Having someone with a more objective knowledge of your field may prove crucial in reaching the next level. This is because a business coach will hold you accountable, push you past the planning stage toward concrete, realized goals, Emile Haddad concludes.

Emile Haddad is a Seattle-based business coach. His bicultural background inspired him to study the effects of cultural differences on businesses’ efficiency. Visit this blogfor related posts.

Essential skills employees need to develop to become leaders

A thriving company has a stable of leaders who can direct, encourage, and influence others. Business coach Emile Haddad believes that those who have potential to become leaders need to expand their skill set continuously on their way to the top. But what are the essential skills they need to become true leaders in their workplace?

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Listening

There are many good speakers out there but what the workplace might need is a good listener. This kind of leader knows when and where to share ideas and opinions. They also give others the opportunity to share their knowledge. In times of conflict, understanding conflicting points of view can help in forming resolutions.




Networking

Leaders should have the ability to connect with others on a professional level. While some people have the charisma of natural networkers, others can develop this skill by socializing and learning more about the business. As a veteran business coach, Emile Haddad believes that knowing who to approach and what to discuss are also part of good networking skills.

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Time management

Those who will eventually assume leadership positions will have to handle a lot of responsibilities. Mastering one’s time means allocating enough time to accomplish tasks and even to check up on others. Knowing where and how to spend their time is the main factor in a leader’s efficiency.

Emile Haddad is a Seattle-based business coach who believes that a company’s success is dependent on the condition of its employees. With this in mind, he conducts seminars and lectures that unlock workers’ strengths and hidden potentials. Visit this blog for more on leadership and success.

Harnessing the power of work delegation

Delegation is a crucial aspect of maximizing productivity while remaining organized and grounded in times of huge workloads and tight deadlines. Any successful business understands the value of leveraging employee capability, explains business consultant Emile Haddad. Work can be downright overwhelming at times; harnessing the power of delegation aids immensely in doing away with stress and burnout.

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Even though delegation is almost a given in the workplace, many business leaders, managers, and those in positions of authority still struggle with it. Some managers even fail to realize that they are actually keeping work to themselves, guided by a perfectionist attitude or blindly thinking it’s the less risky way to go about work. But the good leader understands that delegation opportunities must be recognized and maximized.

It all begins with adjusting one’s behavior and trusting others. You should be able to self-reflect and identify your strengths while decentralizing work. Nothing beats an inclusive, team-centered approach. After which, you should take time to know which people on your team have the expertise and experience for sharing and distributing the workload.

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Of course, whatever the goal or objective may be must be articulated well. Communication is key; clarify how outputs will be reviewed and measured so that colleagues and employees understand their responsibilities. It would help much if you provide templates and direct examples, adds Emile Haddad. Finally, make sure there’s a clear chain of command in place, with team members knowing whom to report to, who reviews the submissions, and who presents the final product to clients.



Seattle-based business coach Emile Haddad firmly believes that success in the entrepreneurial field is built on strong values of professionalism and accountability. Visit this blog for related posts.

How to consciously change organizational culture

Changing an organisations culture is not a small feat even for the most seasoned leaders. Culture encompasses so many things that range from values and processes to attitudes and actions, and each element should fit together to reinforce the company’s mission and push forward toward its vision. But how can a leader consciously change this culture? Seattle-based business consultant Emile Haddad has these tips and advice.

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Understand your current culture: You don’t know what you’re changing if you don’t understand your current culture. Do this by becoming an impartial observer of this culture in action, seeing how people interact with each other, resolve conflicts, and work toward satisfying customers. Conduct interviews, surveys, and other forms of assessment that will reflect what this culture looks like.

Align culture with strategy and processes: Ensure that your mission, vision, and values are all consistent with practices and processes in human resources and people management, including hiring, compensation, rewards and recognition, and talent promotion.

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Make the culture consistent with your brand: Culture must also be aligned with both employees and the marketplace, meaning HR should work hand in hand with marketing in communicating uniform messages.

Define roles and responsibilities: Know what company executives and managers should be doing to drive the culture change, serve as enablers of self-organizers teams, and maximize the capabilities of the existing staff. Review the organizational structure, too, to align with the desired change.

Keep everyone informed: Effectively communicate all employees about the organizational culture change process, telling them what is expected of them and soliciting feedback on these expectations, reminds Emile Haddad. This way, you ensure commitment and success despite the intimidating nature of cultural changes.

Seattle-based Emile Haddad is the principal consultant at Catalyst Business Coaching and Consulting, LLC. Through the years, he has helped clients come up with business management models that promote top-notch professionalism and excellence. Read more on this page.

Why companies should implement employee goal setting

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In most companies, the employees are as important as any resource, which is why they should be engaged in organizational activities. One of the many ways to do so is to involve them in goal setting. A 2017 research by McKinsey shows that employee goal setting can elevate employee performance and benefit the organization as a whole.


Some of the advantages of its implementation are the following:

Linked personal goals to overall business objectives: It is normal for employees to set for themselves goals and dreams. But if they see that their personal goals and expectations are aligned to the business priorities, they can be motivated to improve their performance. According to McKinsey, 91 percent of companies that have successful performance management systems employ workers whose personal objectives are correlated with those of the business.

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Increased accountability: Because employees are involved in the establishment of collective and individual organizational goals, it could give them a sense of ownership and purpose in their work. This can encourage better performance and motivate them to give their best.

Professional development: Through employee goal setting, not only can organizational goals be formulated, the business leaders can come up with a list of employee goals and milestones that are geared toward developing their skills and building their experiences.

Seattle, WA-based business consultant Emile Haddad has helped organizations build a culture of excellence within their workplaces. He has also taught many employees about the different skills they need to attain professional success. Visit this blog to read similar articles.