Even without the NocNocK tool you can get a good idea of what a person’s personality type is by observing their Naturally Occurring Characteristics. All of these personality characteristics have different concerns, hopes, wants, and all of them are influenced by different strate

Advisor, Coach, Mentor, Role Model, Supporter, Guide … do these words ring a bell? Being a coach involves being able to draw from several different disciplines. Coaching is based on a relationship that involves making distinctions, asking questions and providing support to other

This is an excerpt from my book “Save Your Drama For Your Mama”. I’ve made some of my best discoveries about myself because of information supplied by someone else. The people in your life notice things about you that you either ignore or that you are oblivious to. Their input can hel

The biggest mistake a leader can make is taking too much credit. In fact, a good leader makes sure others receive credit. The people who most quickly gain trust, loyalty, excitement and energy in an organization are those who pass the credit to the people who have actually done the wo

Miscommunications at work are unfortunately common. We’ve all been there. You’re instructed to complete a project with Pam, Judy, and Tom and while all of you have the same goal, you have very different personalities. Why does this matter? Because in order to accomplish your common go

Team building is more than just assembling a group of people to accomplish a specific goal. Effective team building requires thoughtful assessment of each individual’s strengths and what they can bring to the team. Using a personality assessment tool like NocNocK can make this p

There are a number of ways leaders can develop others. Fundamentally, if someone is going to choose to be a leader, they should think about how they are going to create other leaders. Leaders should be committed to professional growth and should regularly engage in activities that pro

Those who focus on blame when things go wrong believe that things go wrong because someone is lazy or incompetent. Thus, they make attributions about the internal characteristics and motivations of others. Their behaviors typically say, “The wicked should be punished,” and finger poin

Everyone knows about the workplace “grapevine.” Managers and supervisors spend valuable time dealing with gossip, rumors, half-truths, and associates’ reactions to “stories” they have heard. The price of gossip in the workplace is substantial. For one thing, there is a loss of product

Every work place has its chronic complainers. In fact, most organizations have a resident expert skilled in the craft. Complaining seems to be always in style. People spend vast amounts of time complaining. In fact, complaints can actually be the inspiration for a new idea or a new wa