Today’s topic is about multi-generations in the workplace. For the first time, we now have three highly influential generations working together. All three generations, X, Y, and Boomers, have the opportunity to make a major impact in business. But these generations are very different. They have different perspectives, opinions, values, habits, and goals based on their demographic. What are these generations looking for from their employers today? What do they need? What is the key to having them all work together harmoniously? What can today’s business leaders do to keep them happy?

Featured Guest

Today, I have a fabulous guest who will help us understand the challenges of having these generations working together. Cheryl Cran is a sought after consultant and speaker on trends in the workplace and a leadership and generations expert. Her research on generations led her to write a book, “101 Ways to Make Generations X, Y, and Zoomers Happy at Work”. Other books include, The Control Freak Revolution , 50 Ways to Lead & Love It ,Say What You Mean – Mean What You Say For more information on Cheryl and her books and services, her website is cherylcran.com. A sought after expert on workplace trends, Cheryl has been a guest commentator on Fox’s The Mike and Juliet Show and The Fanny Kiefer Show. She has been interviewed and written articles for a wide range of publications including Forbes Magazine, Entrepreneur Magazine, Profit Magazine, Reader’s Digest, Metro NY, The Globe, Selling Power, and many more.

Listen to the April 18th show, 12 noon to 1pm live or listen to the podcast recording. Call in with your questions: 248 545 7685.

An amazing shift takes place when you connect with your unique value. It’s an incredible ah-ha moment!

When you truly understand your value, you present yourself with confidence; your body language changes; your communication changes; your relationships change and the way others perceive you changes dramatically.

For years, women have come to me for guidance on how to promote themselves. They struggle with feeling authentic and comfortable talking about their talent and accomplishments even though their resumes and experience tell a story of great success.

Why is this?

Because we struggle to fit in and be like everyone else in order to be liked. Now, as professionals, we are told that we need to differentiate ourselves and it doesn’t feel right. Somewhere along the line we get messages that we should be quiet about our talent. As a consequence, it becomes more difficult to make the connection back to what makes us truly unique.

We lose the vital connection with who we really are and our unique value proposition. We listen to everyone’s advice on who we should be, what we should do and how we should do it. This external focus distracts us from our own inner wisdom and our core essence.

What does it take to find ourselves again?

In her new book, Take the Lead, Betsy Myers says,

Leadership is a function first and foremost of self-knowledge and honest self-reflection.

How many of us take the time to figure this out?

How can we present ourselves to the world or promote ourselves authentically if we don’t do this self-reflection to find our unique value?

Understand that authentic comfortable self-promotion can’t be faked. It comes from a true understanding of who you are and what unique value you bring to the world.

Take the time to discover your value and this will be your foundation for career success and fulfillment.

I am offering you the opportunity to discover and connect with your unique value proposition so that you present yourself to your clients, your prospects, your colleagues, your friends with authenticity.

The GPS Your Career Group Coaching Program is a journey of self-discovery that will dramatically change your business and career by helping  you to position yourself successfully.

This four week course starts February 15^th, 8-9pm Eastern and includes four 60 minute coaching sessions, worksheets and stimulating exercises to help you do the deep dive and de-clutter to re-discover who you really are and what you have to offer your company or your clients.

No more struggles with self-promotion! No more struggles trying to get clients or be noticed at work!

The class is limited to 10 participants, so please register now.

For the past two weeks, the focus of this blog has been how you would handle a situation at work when someone takes credit for your idea. Unfortunately, this happens quite frequently according to many of my readers, and their responses demonstrated a  wide range of communication styles from passive to direct and assertive.

Communication experts agree the clearest, most productive and most effective way to communicate is honestly and openly, which is assertive communication. This type of communication allows for the potential for people to also communicate openly and honestly with you.

Assertive communication is defined as clear, direct, honest statement of feelings; use of “l” messages; speaking up appropriately for oneself while considering the needs, wants, and rights of others. 

It is important to note is that women who communicate in a direct and clear manner are viewed more favorably in the workplace!

There is a new study from Stanford Graduate School of Business http://www.gsb.stanford.edu/news/research/womencareerresearchbyoreilly.html  that shows in the business world, women who are aggressive, assertive, and confident but who can turn these traits on and off, depending on the social circumstances, get more promotions than either men or other women.

This is certainly encouraging, yet I find that learning to assert oneself appropriately in the workplace still remains an issue for many women. One of the most effective ways to communicate confidence is to use assertive communication and many women find this challenging. Part of the problem is the lack of confidence to use “I” statements in assertive communication, (that goes against some of the lessons we have learned about always putting others first).

Here are some tips and guidelines to build your assertive communication skills.

1. Visualize the person you want to be. How would that person behave and communicate? Do you currently exhibit this behavior and what do you have to change?
2. Ask for feedback from trusted colleagues about the way you are coming across. This would be a great discussion with a mentor as well.
3. Practice using “I” statements. Stay true to your feelings without blaming others.
4. State your opinions clearly.
5. Accept compliments with grace. Say “thank you”. It’s simple but somehow we always find the need to give credit to others or discredit the compliment. Give example of someone saying you did a good job and you say the team did it. Well, what was your part in the team effort? What was your contribution? Acknowledge. Don’t downplay the compliment. Take credit.
6. Practice giving your opinion at least once during every meeting.
7. Make it a goal to speak during every meeting.
8. Practice saying “no!” especially when people (your boss or direct reports) delegate inappropriately to you. Don’t fall into the trap of taking on the work when it’s not appropriate.
9. Ask for what you need. No one knows everything and the best leaders are those that acknowledge this. Not asking for what you need may sabotage your efforts in the long run.
10. Practice expressing your opinion clearly and confronting issues head-on using “I” statements. Avoid the inclination to backpedal and negate your true feelings.
11. Build your self-confidence and stay focused on your value. This gives you the courage to communicate effectively. Make sure you are balancing your communication style so that it is not aggressive or passive aggressive.
12. Focus on unhooking emotionally from situations with difficult bosses and colleagues. Instead focus on your reaction. You can’t control their behavior. You can only control your reaction.
13. Do your homework. When you are negotiating for a raise or asking for a promotion, have all the history and facts about your specific accomplishments and how they have impacted the business. Use benefit language that includes specific outcome and results rather than your effort involved.

My advice is to start practicing assertive communication in a non-threatening situation such as with a customer service representative, waiter or bank teller. When you are faced with a situation in which you feel compromised or disappointed, use “I” statements to clearly express your opinion and build your comfort level with assertive communication over time.

My blog last week posed a theoretical situation to all of you about a woman who was very excited about an idea she had to move a stale project forward for her department. She shared her idea with a colleague at lunch and the colleague ended up presenting the proposal as her own at the senior staff meeting. So my question to all of you was what would you do? Would you let it pass? Would you confront her?

I want to thank all of you who sent responses. Thank you for your honesty,  and  thank you for taking the time to share your thoughts on this important subject.

I think most of you would admit that you would be pretty angry and feel betrayed. Yet some of your responses indicated that you would let it go and not say anything.

Nancy shared this. “As far as the stolen idea goes, I would do nothing.  It will eventually come out and you will be rewarded.  If you scramble about who came up with the idea, you will just seem sort of..  I don’t know the right word.  Also your co- worker knows that it was you.  Besides the work is for the team right?”

Barbara offered this generous thought. “ I find that when I get into a situation that seems to rob me of my triumph the best thing to do is bless the person who stole the idea.  Most likely she didn’t do it on purpose.  We all can get great ideas.  If I remain secure in my identity than this situation won’t rock my boat.”

Some of you would not directly confront your colleague, but would instead choose to address it with senior management later or simply let the truth reveal itself.

Chantay shared that this exact situation did happen to her and this is what she did. “ I allowed her to get the credit yet later on while alone with my boss, I told him the truth.  How I made the suggestion and she stole it.  He found her actions amusing.  He was fully aware of my character and work performance, he believed and accepted every word I spoke.  I just communicated the facts.  It all worked out in my favor. Originally he thought what she did was fabulous, a great example of an employee going the extra mile.  Afterwards he found her not so great which was his original opinion before this incident.“  Chantay also added that she refrained from having lunch with her co-worker after that.

Margaret added this. “It happened to me. Unfortunately for my male colleague he couldn’t come up with a suitable proposal or implementation plan and was caught when he confessed it wasn’t his idea or vision and so ended with egg on his face. I volunteered to do the project myself and no one lifted a finger because they knew that was my area of specialization. I just did not belabor the point that I was the expert.”

Balaji had a similar situation several years ago. “Fortunately, I was crazy enough to document the idea on email & share it with someone else as well; just to get feedback! Fortunately, that’s what saved me. After the meeting, I approached the senior management & informed them of the blatant plagiarism by my colleague & took the emails as evidence. The director sent out a correction in the weekly email, acknowledging me for the idea & the “colleague” was moved out to a different department, with a note to the HR. If not for that email conversation with another colleague, I probably would have still been cribbing. The lesson that this has taught me is to document official discussions, of any kind, on email!

There were also some responses that showed a more assertive approach.

Loretta shared this. “ I too am very creative by nature and someone who gets lots of ideas. I have more than once found myself in a situation where I have not gotten credit for a pivotal idea. I try really hard now to get my ideas in writing right away, like in an email to my supervisor, so I have a dated paper trail I can bring up when I claim an idea. I am very vigilant about acknowledging other people’s good ideas and also their input into my ideas, as in truth it is that synergy that I enjoy most, but I am not shy about claiming ideas are mine when they are and insisting that I be given credit for them when warranted.”

Jacqueline added this.” My initial thought would be to let the colleague speak about “her” idea, and then when she was done, stand up and say something like:  Thank you, (insert name here), for that great synopsis.  However, please allow me to elaborate on this idea which I presented to you yesterday.  I had envisioned this and maybe even that, etc. Hate the thought of someone else getting credit for my own creative ideas!”

Michelle sent in this response. “I would have immediately chimed in, saying “Yes, and when we were talking about this yesterday (claiming at least partial ownership), I suggested to Diane that we approach it in this manner.” That way, you’re not in a “she stole my idea” situation, which reflects poorly on both of you (you for whining, and her for stealing), but instantly connects you to the idea and allows you to further lead the discussion, establishing a leadership position, when she likely brings nothing else to the table.”

 Rebecca added this.  “Allow your co-worker to conclude. If you are not acknowledged then diplomatically add to comments indirectly reprimanding your colleague. it was your idea and add credibility by stressing on pro’s and cons of the strategy. Say something to the effect of…”Thank you Mr/Ms X I couldn’t have presented the proposal better.  The strategy was inspired by… I brought the plan to Mr X on Saturday and we discussed this at great length. We may have issues maneuvering with…(id them) and will need to monitor these, however, I feel that (outline factors) this makes for a strong case to really get traction on this project.”

Then Rebecca added this honest statement. “Having said that, I don’t think I’d be gutsy enough to pull this off…I’d probably go away and mope around a bit then not make the same mistake to disclose inspirations in future.”

Thank you so much Rebecca for your honesty!

Honestly, how many of you could think of ways to handle this directly yet choose not to do it because you lack the courage or self-confidence to do so? If so, do you then do what Rebecca says she would do, go away and mope?

The bottom line is that we all have our own communication style with which we are comfortable. Yet it’s important to realize that what we are comfortable with may not always be the best approach for our emotional and physical well-being, and it may also be sabotaging our careers.

Organizations reward employees for their positive contributions and women need to present themselves as competent and confident or they risk becoming invisible and losing respect.

We can learn to successfully balance assertive behavior which demonstrates this competence with kindness, niceness and helpfulness.

Next week, I will present some specific techniques on how to utilize assertive communication techniques that will help you get what you need in your personal and professional life.

Sometimes ideas come to me at the strangest times, like when I’m taking a shower, at 2 am when I can’t sleep, or when I’m driving my car. But when a great idea comes along you know it right away, right?

This happened to me a couple of weeks ago. As I was driving my car, a light bulb went off. I suddenly thought of a terrific idea to move a struggling project forward. I was certain that this new innovative approach to a stale project would have a positive impact on the project as well as my department and I couldn’t wait to share it with one of my co-workers.

The next day I met my colleague for lunch and I was bubbling over with enthusiasm as I told her my idea. She was equally excited and validated my strategy and creativity. I couldn’t wait to present this at our next senior staff meeting later in the week.

In the senior staff meeting, we made our way through the agenda and the troubled project became the focus of our discussion. I was already thinking about the best way to present my idea when my colleague addressed the senior team with a potential solution; MY SOLUTION! She stole my idea!

My face immediately flushed and I could feel my heart rate accelerate. I didn’t know what to say or do.

This a theoretical situation but my question to you is this: What should I do in this situation?

Has this ever happened to you? What did you do and how did it turn out?

Please email me your thoughts and I will post them next week along with some of my suggestions for how to handle the situation.

The ability to communicate effectively and confidently has a dramatic effect on our ability to advance our careers. Yet many of us fall into the trap of using weak language that sabotages our efforts to present ourselves with authority and confidence.

I would just like to say that I may not know as much as some of the communication experts out there, but I feel that women undermine their credibility time and time again by using minimizing language.

This one sentence says it all! By using the words “just”, “I feel”, and stating that I may not have as much expertise as perhaps other do, I have reduced my credibility to almost zero! How many times have you heard women communicate this way? How many times have you yourself used this type of minimizing language?

I had the pleasure a couple of years ago of attending a summer course at Yale Law School that prepares women to run for political office. One faculty member, a political strategist, stood up to address the students and prefaced her presentation with, “Before I begin, I just have a few handouts for you”. Her credentials were so impressive. Why did she seem to be apologetic for her work?  The use of the word “just” was not only unnecessary but it undermined the credibility of this amazing woman who has run national campaigns.

I’m convinced that even if we take one small step and eliminate the word “just” from our communication, we would see a huge difference in the way we are perceived in the workplace. I am amazed how much I use this word unnecessarily and unconsciously.  “I’m just checking in to see…”.  “I just want you to know”. “I just called because..” . My new awareness of the impact of this one word has now forced me to carefully choose my words in order to reflect more confidence.

The Harvard Business Review article, Replace Meaningless Words with Meaningful Ones,by Jerry Weissman advises us to replace weak, meaningless words with stronger ones. He talks about how a simple word replacement can change the impact of our overall communication.

Weissman advices us to replace the weak words “I think”, “I believe”, and “I feel”, for stronger options such as “I’m confident”, “I’m convinced”, “I expect”. These simple replacements can make a difference in how our message is perceived .

In their article for WomensMedia, 8 Tips for Fearless Communication in the Workplace, authors Victoria Simon, PhD, and Holly Pedersen, PhD talk about the effect of adding tag lines to our sentences.

Women have a tendency to use ‘weak’ language that serves to water down their message. One example of weak language is using tag lines at the end of sentences. Examples of these are: “This is a great angle, don’t you think?” and “Our department is doing well, isn’t it?” A tag line at the end of a sentence weakens the statement being made as well as the authority of the speaker. It communicates that the speaker is not completely confident so must ask for reassurance.

They go on to say,

Courage is the foundation of successful communication – and successful communication is the foundation of great achievement. Is it difficult to strive for respect above being liked, or to avoid weak language so that people hear your message more clearly? Yes. Does fearless communication mean that you have to be aggressive, even masculine, at work? Absolutely not! Ideally, the kind of strength you will develop in your communication will allow you to be direct and assertive and will create an environment for others to feel this freedom as well. Be yourself, be authentic and communicate fearlessly.

Be aware of your own use of weak language and eliminate and/or replace the words and phrases that have a negative impact on your professional image and reputation.

Just a suggestion, ok?

Women DO ask for promotions and raises but they still lag behind men in compensation and position. The latest Catalyst study, The Myth of the Ideal Worker: Does Doing All the Right Things Really Get Women Ahead?, dispels the myth that women are not proactive in advancing their careers. After following 3,000 high potential MBA graduates, Catalyst found that doing all the “right things” such as being proactive, requesting high profile assignments, and asking for promotions and raises, did not significantly help women advance their careers.

Examining different career strategies, Catalyst found that the common proactive strategies that high-potential women often adopt to advance their careers did not work in their favor. Quite simply, men outpace women in both advancement and compensation. The gender gap in pay and position still exists despite women’s efforts to negotiate for better pay and placement.

Here are some of the key findings:

Women seem to be paid for proven performance—women who changed jobs two or more times post-MBA earned $53,472 less than women who rose through the ranks at their first job.

In contrast, men seem to be paid for potential—men who had moved on from their first post-MBA job earned $13,743 more than those who stayed with their first employer.

Across all career profiles, men were more likely to reach senior executive/CEO positions than women; in the most proactive category, 21% of men advanced to leadership compared with 11% of women.

What I find especially important in the study is Catalyst’s recommendation for career advancement.

The same strategies don’t work equally well for men and women. Women must adopt strategies different from their male colleagues’ to advance their careers. When women were proactive in making their achievements known, they advanced further, increased their compensation growth, and were more satisfied with their careers. They also advanced further when they proactively networked with influential others. (my underline)

So let me ask you, how well do you think you communicate your achievements?

Have you identified your web of influence (your power network) and do you consistently communicate with this network to keep them apprised of your accomplishments?

Learning how to effectively articulate your achievements is not about bragging. It’s about YOU connecting with the VALUE  you bring to your organization. It’s about how your value benefits the organization; how YOU impact the bottom line.

Once you are able to do this well to your internal and external network, people will better understand what you have to offer.  As the Catalyst study suggests, this is paramount to advancing your career in today’s workplace environment.

If you would like improve your ability to do this well, I will be offering a full day workshop, GPS Your Career Day, in Boston in the beginning of December (exact date and location TBD), AND a four week coaching group, GPS Your Career Group, starting in January.

Email me if you would like more information.

This is a guest post by Lisa Bloom, author of The New York Times best-seller, Think: Straight Talk For Women to Stay Smart in a Dumbed-Down World

I went to a dinner party at a friend’s home last weekend, and met her five-year-old daughter for the first time.

Little Maya was all curly brown hair, doe-like dark eyes, and adorable in her shiny pink nightgown. I wanted to squeal, “Maya, you’re so cute! Look at you! Turn around and model that pretty ruffled gown, you gorgeous thing!”

But I didn’t. I squelched myself. As I always bite my tongue when I meet little girls, restraining myself from my first impulse, which is to tell them how darn cute/ pretty/ beautiful/ well-dressed/ well-manicured/ well-coiffed they are.

What’s wrong with that? It’s our culture’s standard talking-to-little-girls icebreaker, isn’t it? And why not give them a sincere complement to boost their self-esteem? Because they are so darling I just want to burst when I meet them, honestly.

Hold that thought for just a moment.

This week ABC news reported that nearly half of all three- to six-year-old girls worry about being fat. In my book, Think: Straight Talk for Women to Stay Smart in a Dumbed-Down World, I reveal that fifteen to eighteen percent of girls under twelve now wear mascara, eyeliner and lipstick regularly; eating disorders are up and self-esteem is down; and twenty-five percent of young American women would rather win America’s next top model than the Nobel Peace Prize. Even bright, successful college women say they’d rather be hot than smart. A Miami mom just died from cosmetic surgery, leaving behind two teenagers. This keeps happening, and it breaks my heart.

Teaching girls that their appearance is the first thing you notice tells them that looks are more important than anything. It sets them up for dieting at age 5 and foundation at age 11 and boob jobs at 17 and Botox at 23. As our cultural imperative for girls to be hot 24/7 has become the new normal, American women have become increasingly unhappy. What’s missing? A life of meaning, a life of ideas and reading books and being valued for our thoughts and accomplishments.

That’s why I force myself to talk to little girls as follows.

“Maya,” I said, crouching down at her level, looking into her eyes, “very nice to meet you.”

“Nice to meet you too,” she said, in that trained, polite, talking-to-adults good girl voice.

“Hey, what are you reading?” I asked, a twinkle in my eyes. I love books. I’m nuts for them. I let that show.

Her eyes got bigger, and the practiced, polite facial expression gave way to genuine excitement over this topic. She paused, though, a little shy of me, a stranger.

“I LOVE books,” I said.  “Do you?”

Most kids do.

“YES,” she said. “And I can read them all by myself now!”

“Wow, amazing!” I said. And it is, for a five year old. You go on with your bad self, Maya.

“What’s your favorite book?” I asked.

“I’ll go get it! Can I read it to you?”

Purplicious was Maya’s pick and a new one to me, as Maya snuggled next to me on the sofa and proudly read aloud every word, about our heroine who loves pink but is tormented by a group of girls at school who only wear black. Alas, it was about girls and what they wore, and how their wardrobe choices defined their identities. But after Maya closed the final page, I steered the conversation to the deeper issues in the book: mean girls and peer pressure and not going along with the group. I told her my favorite color in the world is green, because I love nature, and she was down with that.

Not once did we discuss clothes or hair or bodies or who was pretty. It’s surprising how hard it is to stay away from those topics with little girls, but I’m stubborn.

I told her that I’d just written a book, and that I hoped she’d write one too one day. She was fairly psyched about that idea. We were both sad when Maya had to go to bed, but I told her next time to choose another book and we’d read it and talk about it. Oops. That got her too amped up to sleep, and she came down from her bedroom a few times, all jazzed up.

So, one tiny bit of opposition to a culture that sends all the wrong messages to our girls. One tiny nudge towards valuing female brains. One brief moment of intentional role modeling. Will my few minutes with Maya change our multibillion dollar beauty industry, reality shows that demean women, our celebrity-manic culture? No. But I did change Maya’s perspective for at least that evening.

Try this the next time you meet a little girl. She may be surprised and unsure at first, because few ask her about her mind, but be patient and stick with it. Ask her what she’s reading. What does she like and dislike, and why? There are no wrong answers. You’re just generating an intelligent conversation that respects her brain. For older girls, ask her about current events issues: pollution, wars, school budgets slashed. What bothers her out there in the world? How would she fix it if she had a magic wand? You may get some intriguing answers. Tell her about your ideas and accomplishments and your favorite books. Model for her what a thinking woman says and does.

And let me know the response you get at www.Twitter.com/lisabloom.

Here’s to changing the world, one little girl at a time.

© 2011 Lisa Bloom, author of Think: Straight Talk For Women to Stay Smart in a Dumbed-Down World

Author Bio
Lisa Bloom, author of Think: Straight Talk for Women to Stay Smart in a Dumbed Down World, is an award-winning journalist, legal analyst, trial attorney, and the daughter of renowned women’s rights attorney, Gloria Allred.

A daily fixture on American television for the last decade, Bloom is currently the CBS News legal analyst, appearing frequently on The Early Show and CBS Evening News with Katie Couric, as well as the legal analyst for The Dr. Phil Show. Bloom appears regularly on CNN and HLN prime time shows such as Issues With Jane Velez-Mitchell, The Joy Behar Show, Anderson Cooper 360, and The Situation Room. She has been featured on Oprah, Nightline, Today, Good Morning America, Rachael Ray, and many more, and she was a nightly panelist on The Insider throughout 2010. From 2001-2009, Bloom hosted her own daily, live, national show on Court TV, and she has guest-hosted Larry King Live, The Early Show, and Showbiz Tonight.

Bloom has written numerous popular and scholarly articles for the Los Angeles Times, Family Circle, the National Law Journal, CNN.com, the Daily Beast, and many more.      She has also been profiled, featured, and quoted in hundreds of publications, including the New York Times, the Washington Post, Elle, Ladies’ Home Journal, and Variety.

For more information please visit http://think.tv/ and follow the author on Facebook and Twitter

Think about it. When do you feel the most stress at work? According to author Tony Schwartz in a recent post on Harvard Business Review, we feel the most stress when our value is threatened.

Across more than 200 studies of the effects of stress, researchers have found that the highest rises in cortisol levels — meaning the most pernicious “fight or flight” response — are prompted by “threats to one’s social acceptance, esteem and status”.

When someone puts us down or criticizes us, we not only get upset and feel under- appreciated, but very often we move into a defensive state of mind.

To feel valued (and valuable) is almost as compelling a need as food. The more our value feels at risk, the more preoccupied we become with defending and restoring it, and the less value we’re capable of creating in the world.

Two things struck me as significant in this statement. First, are we so disconnected to our value that someone elses criticism can throw us off guard and upset us? And as a result of this disconnect, how is it possible that we become so focused on defending our value that we can actually lose our value in the process?

First let me address the disconnection. Our lives are so crazy busy these days, it’s all we can do to keep up with our responsibilities at home and at work. Everyday we are running at full speed and focusing on completing our to-do list. How often do we take the time to identify our strengths and establish a lasting connection to our value? Without a strong connection to our value, we are trying to navigate a boat through strong currents without a rudder.

Tony Schwartz suggests, “Our challenge is always to reconnect to our own core value — even when someone else’s criticism cuts deep. What that requires, first and foremost, is compassion for ourselves.”

I think we need to take this one step further and intentionally make the connection to our core value. Take the time to identify what makes you unique; your strengths. Make a note each day of your accomplishments and successes in a journal and think about what these achievements say about you. This is your value proposition. No one can take this away from you. It is the foundation of how you promote yourself at work. This is your rudder.

With this connection to your value, no one will be able to set you so off course that your only new course is to defend yourself. Stay focused on your value and even if you are temporarily upset when someone puts you down, you will be able to quickly get back on track.

This is a guest post by Brian Tracy. Author of Full Engagement!: Inspire, Motivate, And Bring Out the Best In Your People

Almost all successful and happy people are good conversationalists. They have developed an ability to communicate naturally and spontaneously with almost anyone they meet.

Good conversationalists are a pleasure to be around and they are welcome wherever they go. Learning the art and skill of good conversation can help you in virtually every human relationship, both at business and at home.

In this post, I’m going to talk about some of the things that you can do to become a more effective conversationalist. As with anything worthwhile, these ideas require practice, over and over, until they become a normal and natural part of your personality. Once you begin putting these points into action, you will feel more confident and competent in your interactions with virtually anyone and everyone you meet.

There are three aims and purposes of conversation.

Aim #1:

The first is the plain enjoyment and pleasure of self-expression and interaction with other people. One of the most enjoyable things we ever do is to spend time with people we like and whose company we find stimulating and fun. This potential pleasure is the driving force behind all of our social activities. We like to get together with people with whom we have a lot in common and just share ideas, letting the conversation go where it will.

Aim #2:

The second aim or purpose of conversation is to get to know the other person better. In sales, and in all kinds of business, you require prolonged exposure to another person in order to get a feel for how he or she thinks, feels and reacts. This can’t be accomplished in a short meeting. Many customers will have a salesperson come back several times to converse and explain his product or service. These conversations may cover some of the same ground but their major purpose is to help the customer assess whether or not he or she wants to get involved with the salesperson and his company.

In our personal relationships, there is no substitute for extended periods of conversation in the social development of friendships and more intimate relationships. People who get along very well together have almost invariably spent a lot of time just talking about various subjects as they come up.

Aim #3:

The third aim of conversation is to build trust and credibility between two people. This is perhaps the most important thing we do as we proceed through life and it is only possible with the kind of continuous conversation that reveals us to each other.

Sometime ago, I was asked to present a proposal for a strategic planning session for the senior executives of a billion dollar corporation. This presentation was to the president of the company and two of his senior executives. When the presentation was over, the president concluded the formal meeting and suggested that he and I go for a drive.

He called for his car to be brought around to the front of the company offices. We took the elevator down, got in the car and he had his driver take us to a large city park some miles away. When we arrived at the park, he suggested that we get out and walk for a while. We ended up walking for about an hour and a half, with the conversation going back and forth from business to personal life and touching on other subjects. There was no detailed discussion of my proposal, the cost of the strategic planning session, or the logistics. What he seemed to want more than anything else was to get an idea of my general philosophy and approach to life.

At the end of the hour and a half, as we got back into the car, he told me that he had decided to go ahead with the strategic planning session and that he would leave it to me from that moment onward. We then drove back to the company where we parted until the strategic planning session some weeks later. The conversation during the walk in the park had been the clincher.

Conversation Tips:

One of the very best ways to learn about another person is to spend unbroken time in their company. I’ve found that a two or three hour car trip is one of the most revealing experiences you will ever have with another human being. People who have gotten along well for many years working or socializing together in brief stints will often find that an extended car trip brings out elements of their personalities that they did not even know existed.

Before you enter into any serious business or personal relationship with anyone, you should spend several hours with them experiencing the ebb and flow of sustained conversation. It’s amazing what you will learn.

Many people think that the art of good conversation is to speak in an interesting and arresting fashion, to be noted for your humor, your ability to tell stories, and your general knowledge of a variety of subjects. Many people feel that, if they want to be better at conversation, they must become more articulate, outgoing and expressive. They think that they must become better talkers.

Nothing could be further from the truth. As you’ve heard many times before, we come into this world with two ears and one mouth and we should use them in that same proportion. In conversation, this simply means that you should listen twice as much as you talk if you want to get a reputation for being an excellent conversationalist.

The art of good conversation centers very much on your ability to ask questions and to listen attentively to the answers. You can lace the conversation with your insights, ideas and opinions, but you perfect the art and skill of conversation by perfecting the art and skill of asking good, well worded questions that not only make the conversation go in the direction you want, but it gives other people an opportunity to express themselves.

Author Bio
Brian Tracy, author of Full Engagement!: Inspire, Motivate, and Bring Out the Best in Your People, is one of the top business speakers and authorites in the world today. He has spoken in almost every city in the US and Canada, and in 58 other countries. He addresses more than 250,000 people worldwide each year. He has written 50 books and produced more than 500 audio and video learning programs on management, motivation, and personal success. He is the president of Brian Tracy International as well as Business Growth Strategies, which is the preeminent Internet business learning portal in the world today. He lives is Solana Beach, California.

For more information please visit http://www.briantracy.com and follow the author on Facebook and Twitter