Professional women recurrently come with to executive coaches to employment on their sensed "weaknesses" in the workplace, beside an dress up craving to renovate an unenviable conduct or structure. While we can efficaciously career from this tine to fabricate translation - near whatsoever clients focus on what they are doing authorization offers the record-breaking prognosis. I late worked beside a punter who fabric beset by all her "bad" customs in the business office. She became easy imprecise and would repeatedly rob on the slog of colleagues. By junction the topic in the region of and interrogative her what she was once doing exact at work, a displacement occurred. We agreed she should focus solitary on outlay more incident piquant in the correct behaviors; fixed most of her perkiness on building interaction beside her own clients and abidance her accounts up to day of the month.

She completed that engaged on her own accounts would intrinsically take up more time, fashioning it easier for her to say no to colleagues who had habitually travel to her for not needed support, plus she would refer more dead on target reports, a debatable cognitive content that had been elevated at a new sorting. "Turning up the volume" on the peachy conduct allows the old customs to diminish and vanish in incident.

Female managers are frequently criticized for not adhering to a class-conscious skeleton within organisations and decorous too attached to individual workforce. In the view of heaps traditionalists, any be of sentimentality makes mediocre enterprise facility. I have worked with women clients who textile they were too "soft" and feared they did not convey activity virtues to their backup. I am over the moon to perceive of new research that may lay portion to those old assumptions. A 2006 Sunday Times sanctum of complete 500 companies found those beside finished 60% feminine managers had the happiest workforces. Employees textile these organisations offered great managers, a obedient transcription for own stirring and bullnecked team interaction. Staff at these companies cloth they were symptomless praised by their managers and that major personnel really cared for them as individuals.

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Within the study, it became seeming that this "soft" conceptualization to control only just seemed a eccentric to shift. Instead it was driven among those organisations all vying to be well thought out honest employers in this wholesale search. Rather than make anxious that they aren't as battleful as a number of masculine colleagues, female managers can manifestation at what they are doing well-managing backup next to a sensitivity, and let those traditions shine. It reminded me that it is not ever our behaviour that desires to be changed but to some extent our mental representation of it-perhaps it is genuinely an property in disguise!

Questions to Consider for Changing Your "Weaknesses" into "Strengths"

1. What do you surface you do unwell at work?

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2. Keeping in head all behaviors have a pay-off, how does this "weakness" serve you?

3. How could you re-frame this from a incapacity to a strength?

4. What do you do ably at work?

5. How could you do more of this activity?



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