[Podcast] Earbud_U, Season Four, Episode # 4 – Halelly Azulay

[Podcast] Earbud_U, Season Four, Episode # 4 – Halelly Azulay, Leadership Coach, Facilitator, Consultant, Speaker and Upgrader of Sustainable Leader Development



So, I talk and write about this stuff all the time.

Growing talent in the workplace cannot happen with considering work in a different way.

Talent is something that everyone believes that they have, but very few people can target and develop in a meaningful and demonstrative way.

Trust, follow-through, belief, and a standard of work and an understanding of labor, is changing in the world of work.

But this should be nothing new for you, because you’re listening to this podcast on your way home from work, on your way to work, or while you’re sitting in your cubicle, trying to avoid doing work.

Our guest today Hallely Azulay knows about all of this and is going beyond just exploring the changing world of work, she is actively trying to mold it into something better for everybody.

So what’s the solution?

Well, I argue for more training, as you would assume. I also argue for more transparency and authenticity around emotional labor. But I know that could be something that you may not be comfortable with.

But what about your manager?

The chasm between our comfort zones at work and the growth that we need to do at work to remain relevant is staggering. We need guidance, shepherding, diligence, and respect to cross that chasm successfully.

Without this, we won’t cross the chasm and truly develop our talents, skills and abilities in ways that allow us to become true stewards of the workplace.

Such guidance can come from the outside of your organization from folks like myself and Hallely. But more often than not, it’s going to have to come from the manager or supervisor who you actively do work to avoid during the day.

To paraphrase from Juvenal: Who trains the watchmen to watch in the first place?

Listen to Halelly and take the time to connect with her via the links below:

The Talent Grow Podcast: http://www.talentgrow.com/podcast

Talent Grow on Facebook: https://www.facebook.com/TalentGrowLLC

Talent Grow on LinkedIn: https://www.linkedin.com/in/talentgrow

Talent Grow on Twitter: https://twitter.com/HalellyAzulay

The Talent Grow website: http://www.talentgrow.com/

“I’m Worried About My Bottom Line.”



Well, let’s be honest:

Bottom line concerns tend to only appear when “getting by” and making the quarterly numbers, no longer works and when competitive pressure, employee choice and other market conditions begin to appear.

Employers will not always be blessed with an “employer’s market” and ignoring, or minimizing,  the training and educating, of those demoralized, traumatized employees who have been long-term unemployed, could cost in the billions in lost revenues, time and profits.

Worried about the “bottom line” around conflicts in your workplace?

You should be.

-Peace Be With You All-

Jesan Sorrells, MA

Principal Conflict Engagement Consultant

Human Services Consulting and Training (HSCT)
Email HSCT: hsconsultingandtraining@gmail.com
Facebook: https://www.facebook.com/HSConsultingandTraining
Twitter: www.twitter.com/Sorrells79
LinkedIn: www.linkedin.com/in/jesansorrells/
HSCT’s website: http://www.hsconsultingandtraining.com

Top 3 Tactics for Avoiding Performance Improvement

We are sure that we aren’t the first corporate training firm working in the area of conflict resolution to hear either one–or all three–of the following statements:

Multiple Symbols

“The people who really need this information to have better approaches, won’t be attending these sessions.”

“The people who are causing all the problems and could use this workshop to improve aren’t going to come.”

“The people who could support us up the chain in changing our approaches, can’t come to the workshops due to scheduling issues.”

Just in case you’ve ever said any one—or any combination of the three—above statements, we here at HSCT have a few suggestions to get “buy-in” from the people who aren’t showing up, learning, or otherwise growing in your organization.

  • For the people occupying positions above your position, find out if they like to look good. Attending a conflict resolution workshop will make them look good to their bosses. It will also help them save money on recruiting and retention.
  • For the people occupying position parallel to your position, find out if they want to get promoted. Attending a conflict resolution workshop will make them promotable. Which means more money for them.
  • For the people in conflict with you, or those creating conflict in your organization, find out how they view the organization and their place in it. Once you do that, then you can tap into their inner work based ego.

Which we’ll cover the work based ego in another blog post later this year, but we have covered emotional illiteracy, workplace anger, being concerned about employees, and the depth of the “conflict question” all of which relate directly to using these tricks.

Employ the above tactics and the next time we’re invited into your organization, you’ll come up with a different statement for us.

-Peace Be With You All-

Jesan Sorrells, MA
Principal Conflict Engagement Consultant
Human Services Consulting and Training (HSCT)
Email HSCT: hsconsultingandtraining@gmail.com
Facebook: https://www.facebook.com/HSConsultingandTraining
Twitter: http://www.twitter.com/Sorrells79
LinkedIn: http://www.linkedin.com/in/jesansorrells/
HSCT’s website: http://www.hsconsultingandtraining.com