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They say "Life doesn’t come with a manual; it comes with a Mom."

This couldn’t be truer.

I have learned so much about life and a huge part of it is through my Mom. So for this post, I’m rounding up 60 quotes that I learned from her and sharing it with you.

These motivational quotes speak about all the glorious learning. These collection of quotes talk about leadershipsuccessnot giving up and how to be the best version of yourself.

These life-lessons can be used as inspiration for work and motivation to get you through your career.

1

Change starts with you and you have to own it. As a leader, be an advocate of change. Be the one to make the change and it will happen soon. 

2

If you want to show you are interested in a position or want to learn something new, then make the effort. Oftentimes, opportunities are opened to people who show interest even if there was no opportunity at first. So make the effort, it shows that you’re putting energy into it and will show your interest.

3

Your thoughts are powerful drivers of your success. Dream big and you will become it. Keep believing.  

4

Forgiveness is not about the other person who wronged. It’s about the person who got offended. At work, there are people who will offend you and it’s best that while they do not ask for an apology, you give it anyway. This will do more for you than you can imagine.

5

Letting things be is not a sign of weakness. It is a sign of wisdom. Let go and let God.

Grab my 50 Team Engagement Activities Guide that will Transform your Team TODAY!

This PDF guide includes tried-and-tested team engagement activities that has proven to lower attrition and drastically improve Employee Retention.* 

6

Great things never come easy. Put in the work, effort and passion. It will be bittersweet in the end.

7

Keep it going and never give up. Stay the course.

8

The journey of being a good leader is never easy. It will be filled with long hours, learning, victories and losses. In the course of it all, stay strong. Your grit will keep you going.

9

Work hard and strive to be the best you can be. Set a high bar for yourself and move it up every now and then. This will drive you to the top and make you proud

10

Strive to have a life of purpose. This will help clear the path for the journey.

30 Leadership Quotes
Instant Download

No need to browse through pages and pages of blogs to gather Leadership Quotes for your team. 

Spend your time with your team and less browsing the net.

We have curated the best ones you can use to motivate your team today!

11

Doing good to others will reinforce your leadership and sense of fulfillment. As you go through this journey, remember to be good to yourself too. Take care of yourself and this will help you lead your team much better.

12

Your thoughts drive you. Learn to let go of any thought that will make you feel or think the worst. Nurture positive thoughts and it will do wonders with your well-being

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Job hunting is stressful.

Not only does it require a lot of will power but the ups and downs of going through the motions of either being called or not is overwhelming.

That feeling when you are hoping and praying that you get the call but it’s been days and probably weeks and still there’s radio silence.

Yup, that one.

That nagging feeling if you were ever really considered or your resume is not impressive enough is just the worst, mind shattering experience any job hunter goes through.

It’s both cruel and real.

So, when you get that phone call for an in-person interview, that feeling of bliss is just as overwhelming.

You practice your answers for the interview and even wrote queue cards to help you think fast.

And so, the day comes and you’re in front of your interviewer. You’re nervous but you feel your confidence flowing in.

And then suddenly in the course of your interview, you get the feeling that it’s just not turning out like you planned.

It’s becoming sour and sour by the minute. Don’t get into this tummy churning situation.

The worst part is, you probably don’t know what you did to get to that point.

So, I compiled 5 behaviors that I’ve experienced being both an interviewer and an applicant that instantly turn the interview from bad to worst and how you can avoid it.

Yes, you can avoid it.

Read on.  

1. You bad mouth your previous company

There’s nothing like a bitter ex-employee.

And companies are keen on finding out if their next hire is that kind of employee. If you are this person then this behavior is manifested through your answers.

Being asked about your reason for leaving is a common interview question.

As you practice how to answer this, be mindful of saying how bad your previous company was. How you hated your boss and the job you had blah blah blah...

Even if you actually had a bad experience, DO NOT BADMOUTH YOUR PREVIOUS COMPANY no matter what.

You are no longer connected with them so move on.

Or if you still are, it makes you look extremely unprofessional.

So, zip it.

2. Saying “I’ll do anything."

I understand why people say this.

If you’ve been waiting and waiting for an interview for months and bills are piling up, desperation can definitely be a good motivator to say anything.

Even if deep down, this is not true.

Saying these 3 little words can hurt you more than help your application.

More than sounding desperate, you can’t do anything and everything.

I mean, really? Can you really do “anything?”.

Also, would you do anything for a job just to impress your boss?

What if it means having to throw away your integrity? What about committing fraud to “get the job done”?

Would you do it?

Yup, thought so.

In an interview, you want to sound confident and capable. You also want your future employers to know that you have integrity and that you have standards.

Saying you’ll do anything can mean a lot of things and often, put you in untoward situations after getting hired.

Avoid saying these words at all cost!

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3. When you big yourself and do not provide context

Interview questions usually include describing your previous work and results. When asked about this, make sure to always provide context.

Example, don’t just say you’re a results oriented professional. Show the interviewer how you are results-oriented and more.

Use the STAR method and use it to the T!

The framework will help you provide context on your actions as you build credibility to the hiring manager.

4. When you say “ I don’t have experience.."

Oftentimes, hiring managers will ask about a skill or experience that you have not experienced at all. In these situations, think about a similar task where you exercised the skill they are looking for and use it to answer the question.

Make sure to provide context as well to prove your point.

Saying “I don’t know how to do it” is not a good a thing.

Focus on what you do know and capitalize on that.

5. Opening your answers with “To be honest”.

When you say these words, it presupposes that you were NOT being honest in some or all your answers prior to this question.

Refrain from saying this phrase.

Start your answers strong, don’t put disclaimers.

Explain your thoughts succinctly.

Be truthful in the whole conversation and avoid these 3 little words.

Grab my 50 Team Engagement Activities Guide that will Transform your Team TODAY!

This PDF guide includes tried-and-tested team engagement activities that has proven to lower attrition and drastically improve Employee Retention.* 

6. When you ask “ What do you do here?”.

This is a deal breaker.

This shows lack of effort and is downright arrogant. As an applicant, do your own due diligence and research about the company.

Hang out in the company’s website for days and go through each page.

Don’t just show up not knowing anything about the company. Show respect about the work that your future employer does and its accomplishments.

Remember that you are applying for a job in this company.

Make sure you know more than their address.

Job hunting is a lot of work and so when you finally get that interview, make sure that you make the most out of the experience by coming prepared mentally.

This shows your discipline as a professional and speaks well of yourself as a leader.

By avoiding these behaviors, your interview will go smoothly and the chances of you getting a callback is high.

Happy job searching!

About Daisy Casio

Daisy Casio is a Passionate Operations Leader with over 16 years of work experience in various leadership roles. She has run diverse teams in multiple locations and has built teams from the ground up. She is the Founder of ChampLeaders Blog dedicated to transforming leaders to Champions. She writes about leadership, management, productivity, career tips, team engagement and many more. 

The post 6 Deadly Behaviors That Will Kill Your Interview appeared first on ChampLeaders.

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Original Article Posted last August 10, 2018.

Team huddle is a regular operations tactic that is common in (Business Process Outsourcing) BPOs. This is the time where team members gather to have a short meeting to discuss relevant information regarding the team. 

What you always need to remember when conducting a team huddle is that it needs to be short. If you are having a huddle and it's longer than 20 minutes, then you are conducting a full-blown meeting. Not a huddle.

Huddles are proven to be more effective than meetings when done regularly as it provides a venue for the team to meet with each other and discuss important topics that will be the go-to order of the day.

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If you're a new leader and would like to understand the role much better, then I suggest you start with this post and then swing back to this post again.  

Powerful team huddles can do wonders in your team's motivation and focus. A well executed Team Huddle can help you drive results and they will even look forward to these sessions with excitement. 

As you conduct team huddles regularly, your team's engagement will improve dramatically and will be a highly effective team over time. 

So how do you make each minute count?

Here are the steps you can try on your next huddle with your team and keep it under 20 minutes.

1. Determine Frequency 

When managers ask me how often they need to conduct huddles, I always say it depends on a few things.

A daily huddle is ideal between front line and supervisors. But this can be changed if there are dependencies such as report availability, shift differences, team dynamics - new team, new batch

I suggest work with your manager and your team to find the balance. For now, I recommend going for daily.

2. Prepare ahead of time

This is important to keep the huddle under 20 minutes. As the supervisor, you should come in ahead of your team to gather pertinent data for the succeeding outline.

The last thing you'd like for your team to think is that the huddle is a waste of time.

Content in your huddle is King!

So, do your due diligence to prepare and get the info you need before you start.

3. Check Attendance (1-2 minutes)

Start your huddle with a roll call.

Since this is only a 20-minute huddle, then it's best that there is no one late. One of the best practices I've witnessed is that the Supervisor implemented a buddy system within the team.

This way the team starts to take accountability for the whereabouts of their team mate and also helps you, the supervisor, in making sure everyone is accounted for. 

4. Recognize your team (5 minutes)

Always recognize the team for doing a great job. Starting with recognition before anything else gives a positive and encouraging atmosphere from the get-go. Also, your team will be in high spirits and are inclined to listen after they have been praised. 

Recognize the following:

  • Top performer for the previous day
  • Top performer for the running week
  • Top performer for the running month
  • Running Most Improved team member

Why these 4?

It's important to let your team know that you are not only looking at results from the  previous day but also the running performance data. This gives your team perspective on why it's important to do well not just for a day, but that consistency is going to be recognized.

This is going to create a culture of well-rounded recognition vs. short term recognition that oftentimes balloons into intense competition which is not healthy.

More importantly, recognizing the running most improved team member encourages the team not to feel bad for falling behind but that effort with positive results is a good thing.

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The most improved team member maybe be far from the goal but as long as there are measurable improvements and recognition is given, this is enough for the rest of the team to rally behind that team member.

This will create a ripple of positivity from the rest of the team and believe me, you will be proud of them when they do.

Related Post: 6 Ways to Show Your Appreciation at Work

Grab my 50 Team Engagement Activities Guide that will Transform your Team TODAY!

This PDF guide includes tried-and-tested team engagement activities that has proven to lower attrition and drastically improve Employee Retention.* 


5. Provide Relevant Information (8 minutes)

The key word here is that it needs to be relevant. This means that the information being shared is fresh and just happened at least a day or 2 before. Do not share information that has happened a week ago, this is outdated and totally irrelevant.

The update could be either of the following topics:

  • Quick summary of team stats
    • Total number  of calls received/ charts processed
    • Team QA score
    • Team Critical Errors or if there is none
  • Update from the client regarding a process
  • Update on running actions for the week
    • If the team needs to achieve 100% for the week, how far off is the team from achieving this?
    • If the team is far off from the goal, provide quick insight why
  • Internal Announcements

What is important to keep in mind is that this needs to be easily digested.

Yes, you can update a lot in 8 minutes so use it wisely!


6. Provide Goals for the Day (5 minutes)

This is the part that you give the marching orders for the day. Be specific on what your team needs to achieve. You can use the guide below:

  • Provide the daily target per team member (e.g. at least 40 calls for the day or 20 charts)
  • Advise Team goal of X charts or QA Audits for the week

The key is to provide a clear call to action.

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This way expectations are set, and you can review results in the huddle for the next day. 

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No need to browse through pages and pages of blogs to gather Leadership Quotes for your team. 

Spend your time with your team and less browsing the net.

We have curated the best ones you can use to motivate your team today!

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7. Always check for understanding (3 minutes)

This is an important part of the team huddle.

If they can't say back the information you just stated then chances are, they won't remember it. 

The key is to have them say the info back to you. It's okay to ask them leading questions. Just as long as they can articulate what the key message is for the huddle, that's a good indication that you just had an effective huddle.

 Ask something like:

  • What is our company announcement about?
  • What is the update on the process?
  • What is the daily goal for the day?
  • How far are we from the goal and how do we achieve it? 
8. Open for questions and clarifications (2 minutes)

You can welcome questions in any part of your huddle, but I suggest having your team ask questions towards the end. This way you have already gone through your agenda already.

These steps are proven to make the huddles effective and concise. Go ahead and go through these steps and try it out in your next huddle. 

I've created a sample ChampLeaders Team Huddle Form that you an use to make it easier for you. 

P.S. If you have questions on how to better execute this, feel free to Contact Us

The post Powerful Team Huddles Decoded – How to Conduct Team Huddles that will Motivate your Team in 20 mins or less appeared first on ChampLeaders.

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Blog Post updated. First published in December 15, 2018

With over 16 years of experience in the BPO (Business Process Operations), I have had my fair share of applications, rejections and promotions.

And I wish I knew then how to better prepare myself in those situations because looking back, I definitely feel like I could've done so much better had I anticipated and had been better prepared for those roles I was applying for.

 So here are some thoughts that I'd like to share that I wish I knew then.

1. Do a great job on your current role.

 I know this may sound counter-intuitive because you would like to apply for a new position with better salary and role etc. so why do a good job on the current role then?

It's important to do a good job because of 2 things. 

  • It shows your diligence and discipline as a person and professional.

As a future leader, it's important that you are reliable as this is a critical attribute that makes a Champion leader.

Your boss is going to look for clues that will help them decide if you have the potential to be a good leader and they will start with this attribute.

Reliability in the BPO is crucial as the work is most of the time in "real time" which means that work has to be processed as soon as the work is received.

If you want to get promoted, your boss should see certain attributes that make you the best person for the job

Showing that you have diligence and discipline will help them see that you are reliable.


If you have attendance issues or always late, then this is a major problem. The work will not wait for you to waltz in.

As a future Champion leader, you need to show that you are disciplined to come to work everyday and ready to take on the task.

 If your bosses have to worry if you will come in for the day or not, then this is a major red flag for them in considering you for the post. 

  • You are committed to your personal success

With the interviews I've conducted over the years, I often ask about what contributions the applicant has given to the account/company that they are in.

And sometimes, there were applicants who would say that they really couldn't do much so they "hope" that the next level/role will help them become successful.

This is a serious red flag for me because the person is waiting for a position before going above and beyond expectation. 

Not everyone can get promoted but almost always, the person who is waiting for the position to be handed to them, never really gets on the list of potential candidates.

Contribute as much as you can in your current role. 

There is always something that can be done better so don't wait for the role to be given to you to make a difference.


This shows the bosses emotional maturity and genuine willingness to succeed that will not be hard to miss. 

Grab my 50 Team Engagement Activities Guide that will Transform your Team TODAY!

This PDF guide includes tried-and-tested team engagement activities that has proven to lower attrition and drastically improve Employee Retention.* 

2. Be open to feedback, no matter how bitter it is to swallow.

Champion leaders take feedback regardless of the approach. This sets them apart from regular managers.

Oftentimes, if the approach was too rough or  said in passing, managers tend to not take it too seriously.

Over the years, I've realized that while it's important how the message was delivered, there is wisdom in stripping off all the BS and just getting to the meat of the feedback.

Champion leaders know the difference of constructive feedback and offensive comments. 


The key is truly being open to learning what the difference is so you can really understand the true message of the feedback.

They say it's not what you say but how you say it. I don't agree. At least not professionally.  Communication skills take years to develop.

How to say your message the right way will require a lot of trial and error because we deal with people. And people are not the same.

Approach on a message can be done in so many ways and sometimes the approach and message don't jive.

This is when a manager just won't accept the feedback.

Champion leaders know that the approach is important but not as important as the message behind it.


Some managers get caught up on how the feedback was said even if the message is warranted.

These managers wallow in misery on how hurtful the feedback was. This is where champion leaders set aside the approach and just zero in on the message.

They seek to understand the real meat of the message and set aside their feelings to truly move on. They immediately start to work on themselves especially when there are clear opportunities they need to work on.

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3. Partner! Partner! Partner!

I’ve observed exceptional leaders in my 16 years of experience in the business process industry and have noticed that the best ones are all great partners. 

For a partnership to work, you should be willing to trust your colleagues wholeheartedly.

And while trust takes time to build, it’s best to start with yourself.

Genuine partnership begins with you and I say this because you have to be able to trust yourself and your abilities before you can work with people.

Partnership is a give and take process and champion leaders know the value of having a great partnership with colleagues.

They know that without partnership, projects don’t run smoothly, conflict often happens and ultimately, nothing gets done.

Being a good partner at work starts with building relationships around you.

Being genuinely nice to your boss and colleagues go a long way.

It also builds up your confidence, emotional maturity and understanding of different personalities.

These are crucial attributes that a leader must have and are proven to be key ingredients in becoming the next Champion Leader.

Being a Champion Leader is achievable.

And while you may think that you are “Not Ready” yet, these 3 powerful tips will surely help you become ready and eventually be one.

 Stay the course, don’t give up. As my husband always says, “Champions never hesitate”

About Daisy Casio

Daisy Casio is a Passionate Operations Leader with over 16 years of work experience in various leadership roles. She has run diverse teams in multiple locations and has built teams from the ground up. She is the Founder of ChampLeaders Blog dedicated to transforming leaders to Champions. She writes about leadership, management, productivity, career tips, team engagement and many more. 

The post Don’t Apply for Promotion until you READ THIS! appeared first on ChampLeaders.

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Starting a new role is daunting.

I’ve been in that situation many times and while the excitement of getting promoted or getting accepted in a new organization is quite wonderful, that feeling of   “what now” can be terrifying.

But there is one important thing that you absolutely need to do that will help tremendously in easing in on a role. Don’t get me wrong, there are a lot of important things to do.

The first 100 days in a new role is important. And regardless of what role you’re going to be in – front line, Supervisor, Manager, Director or higher, I believe this is the single most important theme of your first 100 days.

It’s to build relationships.

The workplace is built on relationships. Whether it’s a strong one or not is another topic but it’s mainly about relationships.

There are 4 main reasons why you must significantly spend your time on this effort.

1

It sets a good foundation in your new role.

Building relationships is a great way to set the foundation for your success in the workplace. Whether you handle a team or an individual contributor, relationships can either make your work life great or toxic.

To start building meaningful relationships, you must have the right mindset for it. Remember that relationships take time to happen. It needs to be nurtured.

And it starts with you wanting to have genuine and authentic relationships with the people you work with and work for.

So best to start as soon as you begin your employment if it’s a new company or start BEFORE you apply for a promotion.

2

It builds your network.

In my career of over 16 years, I have been referred in ALL the companies I ever worked for. The most recent one, I was referred by one of the colleagues I worked with in my 1st ever job as a call center agent.  

This is the fruit of building relationships with people over the years.

A genuine connection can do wonders in your career. And you’ll be surprised of how much it can even open your chances in opportunities you don’t even know or much more dream about.

In 2011, I got offered a job to move to Egypt as a Business Director. I would never have dreamed of working in the Middle East much more hold a great role had I not built a genuine relationship with my former boss.

Build your network every day.

This is what highly talented leaders and employees do.  And this is not just meeting people, it’s creating a bridge and a connection that will bloom over time.

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3

It shows your maturity as a Professional.

I have worked with managers and colleagues in the past that have explicitly said that talking to people is not a priority unless it’s a requirement.

While this approach can work. It’s not sustainable and not a mindset that will build meaningful relationships.

If you’re in a leadership post, building relationships is a must and since you’re a in position of power, the approach on how you build, keep and nurture the relationship will make a difference.

It shows your maturity to adapt to the work environment and your initiative to make your work life purposeful and not just a job that pays the bills.

4

It makes communication much better.

Do you have that colleague that keeps to himself and suddenly demand help from you? I bet you are not as helpful as much as that other colleague of yours that you have a better relationship with.

It’s not because you don’t like that person, it’s just that you have no connection. Therefore, the request is not that welcome, much more the demands.

If the relationship has been established, then requests and work that needs to be done gets done faster and with enthusiasm.

Toxic co-workers who escalate unnecessarily and throw you under the bus make the job harder than it really is.

I remember my conversation with one of my previous co-workers who was just recently employed in a Fortune 500 company. She said that the work itself is easy. She had the technical skills to do a great job. But she said that her co-workers make the job hard and she’s already thinking about quitting.

Therefore, it’s imperative to build relationships because it makes communication with colleagues easier and get things done so much faster.

Why It’s Important to not only Build Relationships but build Meaningful ones

As you start your new role, it’s crucial that you not only build relationships but build meaningful ones.

A meaningful relationship is built on trust, open communication and genuine connection. Here are some tips on how to get started:

Tip # 1
 Be the FIRST to Make a Move

Believe me this works wonders.

Making the first move to build a relationship goes a long way. Go ahead and send the meeting invite, go up to your colleagues to say Hi and introduce yourself, email them to say Hi and get introductions arranged with other coworkers etc.

This behavior talks about your initiative and leadership skills that make you likeable and one of the secrets of highly successful team leaders.

Tip # 2
 Be Responsive

Being able to respond to queries and request quickly is another deposit in the relationship bank.

Being responsive means that you value your time and your colleague’s time.

This is reinforcing the value of respect which is key in any role.

30 Leadership Quotes
Instant Download

No need to browse through pages and pages of blogs to gather Leadership Quotes for your team. 

Spend your time with your team and less browsing the net.

We have curated the best ones you can use to motivate your team today!

Tip # 3
Meet your Boss and Gather Expectations

Since you are new to the role, it’s best to reset expectations with your boss.

Ask him/her about key deliverable that you will be responsible for and how you can make it better. This will go a long way in building the foundation of your relationship with your boss but also reinforce your ownership in the new role.

I suggest that after the 1st meeting, take the initiative to schedule follow up sessions. This will reset and manage your boss expectations of you.

Tip # 4
Meet with Key Stakeholders

Since you’ve set up those meetings, make sure to make the most of these interactions.

Make sure to prepare for your meetings. Read reports from the department, feedback from colleagues and how you can bridge with the stakeholders.

In the meeting, make sure to ask about pain points and what help they need on.

Do not make a commitment to fix any issues that they raise in this meeting. It’s too soon to commit and this can set you up for failure especially if you have not been immersed that well into the process or people that may affect the outcome.

Respectfully said that you’ll investigate it and that you can follow up later.

In this meeting, make sure that you close the meeting positively and that you’ll regularly get in touch. This gives you the avenue to reach out again and not only when you need them.

Tip # 5
Follow Through on Commitments

As you get to know the people and the teams that will be critical to your work, you will build a laundry list of things to do and commitments.

Whatever this may be, make sure to follow through. Always remember this quote: “Action speaks louder than words.”

You may have the best of intentions when you made the commitment but if your colleagues or stakeholders do not hear back from you, their perceptions will form and believe me, it’s not going to be a good one.

This will dampen the relationship and a step back from your efforts.

Tip # 6
Be Nice

This does not mean be a pushover. This means being mindful of your behavior by opting to look at situations positively vs. with animosity.

 This means making a genuine effort to be nice to colleagues, your team and your boss.

So, in times when you’re about to be frustrated and about to lash out in a meeting because of a deliverable not being met, take a deep breath and opt to be nice.

Do no throw anybody under the bus and feel good about it. This will make relationships tensed and believe me, this is one of the hardest things to fix.

If you want to make people accountable, there are ways to do it without having to result to email wars or all out yelling matches in a meeting.

Remember in the end, nobody wins in these situations. If anything, it is the start of disasters.

Related Post: 8 Surprising Reasons Why Being Nice Gets the Job Done

Tip # 7
Schedule Catch Ups Regularly

This does not mean be a pushover. This means being mindful of your behavior by opting to look at situations positively vs. with animosity.

 This means making a genuine effort to be nice to colleagues, your team and your boss.

So, in times when you’re about to be frustrated and about to lash out in a meeting because of a deliverable not being met, take a deep breath and opt to be nice.

Do no throw anybody under the bus and feel good about it. This will make relationships tensed and believe me, this is one of the hardest things to fix.

If you want to make people accountable, there are ways to do it without having to result to email wars or all out yelling matches in a meeting.

Remember in the end, nobody wins in these situations. If anything, it is the start of disasters.

Tip # 8
Participate in Engagement Activities

I’ve observed that highly engaged employees and teams  are supportive in engagement activities. I noticed that these folks have a good relationship with each other and genuinely support each other at work too.

In your new role, it’s important that you participate in these activities as these events build memories. It builds a connection and even makes the team work better.

When you participate, you take initiative and demonstrate willingness to have fun with your team and colleagues. This helps build your credibility as a leader and builds a bridge to your co-workers.

Related Post: 31 Team Engagement Activities that will Build a Great Work Environment

Grab my 50 Team Engagement Activities Guide that will Transform your Team TODAY!

This PDF guide includes tried-and-tested team engagement activities that has proven to lower attrition and drastically improve Employee Retention.* 

Tip # 9
Apologize

Nobody is perfect. Yet I find people in the workplace that doesn’t want to recognize their misses and apologize.

If you truly want to build a relationship with your co-workers and team, be humble enough to admit your mistakes and apologize.

Saying those 2 magic words – “I’m Sorry” will build your leadership and ownership. It will not destroy it.

And more importantly, it will be a major factor in building meaningful relationships at work.

The act of humility is about ownership and respect. Respect for your co-workers and the value of ownership to you.

It means that it doesn’t matter whoever is right or wrong. And that the value of the relationship is much more important than issues.

Tip # 10
Listen More

You’d be surprised how many broken relationships could’ve been prevented if only colleagues or bosses listen. And this is not the part where you listen to come back with a rebuttal.

This is genuine active listening.

This is looking through the tone or the approach and zeroing in on the message. This is about understanding the perspective of another person regardless of position or role.

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Spring is here! Yay!

It is the season of new beginnings and inspiration. And what better way to engage your team and inspire them through specially curated quotes

The compilation of spring quotes below will help you use the seasons to inspire change and new beginnings with your team.

WHATEVER YOU ARE, BE A GOOD ONE.

Abraham Lincoln

YOU DON’T LEAD BY POINTING AND TELLING PEOPLE SOME PLACE TO GO. YOU LEAD BY GOING TO THAT PLACE AND MAKING A CASE.

KEN KESEY

“BE MORE CONCERNED WITH YOUR CHARACTER THAN YOUR REPUTATION, BECAUSE YOUR CHARACTER IS WHAT YOU REALLY ARE, WHILE YOUR REPUTATION IS MERELY WHAT OTHERS THINK YOU ARE.”

John Wooden

“LEADERSHIP AND LEARNING ARE INDISPENSABLE TO EACH OTHER.”

John Kennedy

THE MOST IMPORTANT THING IN GOOD LEADERSHIP IS TRULY CARING. THE BEST LEADERS IN ANY PROFESSION CARE ABOUT THE PEOPLE THEY LEAD, AND THE PEOPLE WHO ARE BEING LED KNOW WHEN THE CARING IS GENUINE AND WHEN IT’S FAKED OR NOT THERE AT ALL.

Dean Smith

THE WAY TO GET STARTED IS TO QUIT TALKING AND BEGIN DOING.

Walt Disney

WHEN PEOPLE ARE FINANCIALLY INVESTED, THEY WANT A RETURN. WHEN PEOPLE ARE EMOTIONALLY INVESTED, THEY WANT TO CONTRIBUTE.

Simon Sinek

DO WHAT YOU CAN, WITH WHAT YOU HAVE, WHERE YOU ARE.

Theodore Roosevelt

HAPPINESS IS NOT IN THE MERE POSSESSION OF MONEY; IT LIES IN THE JOY OF ACHIEVEMENT, IN THE THRILL OF CREATIVE EFFORT.

Franklin D. Roosevelt

Grab my 50 Team Engagement Activities Guide that will Transform your Team TODAY!

This PDF guide includes tried-and-tested team engagement activities that has proven to lower attrition and drastically improve Employee Retention.* 

“LEADERS MUST BE CLOSE ENOUGH TO RELATE TO OTHERS, BUT FAR ENOUGH AHEAD TO MOTIVATE THEM.”

John C. Maxwell

“GOOD LEADERS MAKE PEOPLE FEEL THAT THEY’RE AT THE VERY HEART OF THINGS, NOT AT THE PERIPHERY.

Warren G. Bennis

NO MAN WILL MAKE A GREAT LEADER WHO WANTS TO DO IT ALL HIMSELF, OR TO GET ALL THE CREDIT FOR DOING IT.

Andrew Carnegie

SUCCESSFUL LEADERS SEE THE OPPORTUNITIES IN EVERY DIFFICULTY RATHER THAN THE DIFFICULTY IN EVERY OPPORTUNITY.

Reed Markham

“OUTSTANDING LEADERS GO OUT OF THEIR WAY TO BOOST THE SELF-ESTEEM OF THEIR PERSONNEL. IF PEOPLE BELIEVE IN THEMSELVES, IT’S AMAZING WHAT THEY CAN ACCOMPLISH.”

Sam Walton

30 Leadership Quotes
Instant Download

No need to browse through pages and pages of blogs to gather Leadership Quotes for your team. 

Spend your time with your team and less browsing the net.

We have curated the best ones you can use to motivate your team today!

I ALWAYS DID SOMETHING I WAS A LITTLE NOT READY TO DO. I THINK THAT’S HOW YOU GROW. WHEN THERE’S THAT MOMENT OF ‘WOW, I’M NOT REALLY SURE I CAN DO THIS,’ AND YOU PUSH THROUGH THOSE MOMENTS, THAT’S WHEN YOU HAVE A BREAKTHROUGH.

Marissa Mayer

NOBODY CAN GO BACK AND START A NEW BEGINNING, BUT ANYONE CAN START TODAY AND MAKE A NEW ENDING.

Maria Robinson

LEAD FROM THE BACK, AND LET OTHERS BELIEVE THEY ARE IN FRONT.

Nelson Mandela

EVERYONE THINKS OF CHANGING THE WORLD, BUT NO ONE THINKS OF CHANGING HIMSELF

Leo Tolstoy

LEADERS UNDERSTAND THE ULTIMATE POWER OF RELATIONSHIPS.

Tom Peters

ANYONE WHO STOPS LEARNING IS OLD, WHETHER AT TWENTY OR EIGHTY. ANYONE WHO KEEPS LEARNING STAYS YOUNG. THE GREATEST THING IN LIFE IS TO KEEP YOUR MIND YOUNG.

Henry Ford

GOOD LEADERS MUST FIRST BECOME GOOD SERVANTS

Robert Greenleaf

TELL ME AND I FORGET. TEACH ME AND I REMEMBER. INVOLVE ME AND I LEARN.

Benjamin Franklin

THERE ARE TWO MISTAKES ONE CAN MAKE ALONG THE ROAD TO TRUTH... NOT GOING ALL THE WAY, AND NOT STARTING.

Buddha

TO WIN IN THE MARKETPLACE YOU MUST FIRST WIN IN THE WORKPLACE.

Doug Conant

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“IF YOUR ACTIONS INSPIRE OTHERS TO DREAM MORE, LEARN MORE, DO MORE AND BECOME MORE, YOU ARE A LEADER.”

John Quincy Adams

“A LEADER IS BEST WHEN PEOPLE BARELY KNOW HE EXISTS, WHEN HIS WORK IS DONE, HIS AIM FULFILLED, THEY WILL SAY: WE DID IT OURSELVES.”

Lao Tzu

THE BIGGEST RISK IS NOT TAKING ANY RISK...IN A WORLD THAT IS CHANGING REALLY QUICKLY, THE ONLY STRATEGY THAT IS GUARANTEED TO FAIL IS NOT TAKING RISKS.

Mark Zuckerberg

GOOD LEADERS NEED A POSITIVE AGENDA, NOT JUST AN AGENDA OF DEALING WITH CRISIS.

Michael Porter

THE BEST LEADER IS THE ONE WHO HAS SENSE ENOUGH TO PICK GOOD MEN TO DO WHAT HE WANTS DONE, AND THE SELF-RESTRAINT TO KEEP FROM MEDDLING WITH THEM WHILE THEY DO IT.

Theodore Roosevelt

About Daisy Casio

Daisy Casio is a Passionate Operations Leader with over 16 years of work experience in various leadership roles. She has run diverse teams in multiple locations and has built teams from the ground up. She is the Founder of ChampLeaders Blog dedicated to transforming leaders to Champions. She writes about leadership, management, productivity, career tips, team engagement and many more. 

The post 30 Inspirational Leadership Quotes for Spring appeared first on ChampLeaders.

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I was in my early 30's when my former boss – an American,  called me for an offer that changed my life forever.

He was offering me a job in the Middle East – Alexandria, Egypt to be precise.

I accepted without much thought. I was terrified and excited at the same time.

I was going to lead a team of Egyptians – Wow thinking about it now made it seem like the most impossible feat.

But it wasn’t impossible. It was a lot of things, but one thing is for sure, it was not that.  

So off I went in the early weeks of January 2012 from the Philippines and all the way to Alexandria, Egypt. Dressed in layers as it was the winter season with 2 full checked in bags, a bucket full of nervousness and a dash of hope.

I was excited and ready to conquer the world – at least Alexandria, Egypt that is. 

Me at the base of the Pyramid of Giza Cairo, Egypt

So, I’ll share with you 5 things that I learned working in the Middle East and what people don’t tell you.

1. Being late is in fashion.

This is one of those things that I had to truly experience to understand. There were several instances that I arrived 10 mins before the appointment and found myself waiting for 1 to 2 hours before people started arriving.

It was initially frustrating, but eventually I came to realize that they weren’t being rude, it was a way of life.

So, note that when you set an appointment, be late. Chances are everyone else will be late too.

2. Being a woman in a leadership position is rare.

In the company I used to work for, we were 2 in the senior leader team of 12. When I went to a training in Cairo where majority of call center leaders met, there were 4 out of 20.

And of that, I was the only one in my 30's. The rest of the women leaders were in their late 40's and early 50's.

I felt at that time that I had to do my part in not only being a leader but a woman leader.  Something I have never really experienced before.

Having grown up in a country where there were 2 women Presidents in my lifetime and then moving to a country where it’s a rare feat to be a woman leader, it was overwhelming but truly humbling at the same time.

So, to my fellow Girl Bosses out there, this is something that you will experience when you work in the Middle East.

Me and my Women Leadership Team in Egypt

Take the opportunity to shape the culture where you can influence because it helps establish women leaders more than you probably have experienced working in Asia, North America or Europe.

It will come with its own challenges, of course. But you are going to be in a position where you can truly make a difference and inspire women in the Middle East to step up and be recognized as amazing leaders that they truly are.

3. Ramadan is an experience.

I say this because there’s the religious aspect of this but also the part where people fast – no water, no food, no cigarettes from sunrise to sundown.

When I went through my first Ramadan, I had to truly be mindful of a lot of things.

Like having coffee in the office was something I had to delay and, in some days, completely forget about because it just seems rude to be drinking coffee while my team has not eaten or drank anything the whole day.

My team appreciated this, and it was a small price to pay really when compared to my team’s sacrifice.

Since I worked in a global call center, I had to talk to my counterparts from other countries to adjust break schedules to accommodate when the “breaking of the fast” happens for my team.

My counterparts from the US and Philippines were all happy to comply and support. While it’s a small adjustment, it’s something that I was mindful to ensure the team is engaged as the whole country goes through Ramadan.

Check out my 50 Team Engagement Activities Guide that will Transform your Team Today!

If you get the chance to experience Ramadan in the Middle East, it’s one of the most peaceful and wonderful experience that you can ever witness in your life.

Enjoy it with your colleagues while being mindful on how you can be supportive. They will appreciate it more than you know.

4. Family is important and sometimes bleeds into people’s careers.

While I have seen this happen in North America and Asia, the Middle East takes this to a whole new level.

One of the most memorable experiences I had was having to talk to the parents of one of my team members asking me to refuse promoting their daughter because she was already engaged to a guy who will give her a better life. That the company had to stop giving stupid ideas to their daughter on being successful in the workplace.

While this seems ridiculous (believe me I was equally shocked), I respect the parent’s concern for their daughter.

In that meeting, I had mixed feelings on just how the conversation was going but I was also respectful because I realized just how influential families are in the careers of their sons and daughters.

At the end of that meeting, we agreed to disagree. I explained to the parents just how talented their daughter is and that she has leadership potential that’s why she is being offered the promotion.

I politely told them that I will not stop the promotion of their daughter and that as an adult, she will have to either take it or not. The decision will be her daughter’s and not the company’s.

They were not happy with how it ended but that’s how I handled that.

After that meeting, I thought long and hard about that experience. If one of my team members is experiencing this with their families, chances are, it’s also happening to my other team members and they are just not telling me.

Pretty soon I will be hounded by their parents too. And I didn't want a repeat of that meeting for sure.

The next thing I did was to have an open house event where my team can bring in their families. I was going to make it a venue to talk to the families about the work that we do and how great their sons/daughters were doing.

I was nervous on how it will go but I was determined to try a different approach on engagement because of just how powerful their families can be in their employee experience.

The day came and my stress levels were in an all-time high.

In the event, I talked about what the company was about, how their sons and daughters were making a difference in our client’s customer experience. I awarded the top performers with their family to end the event.

Me and my Leadership Team in Egypt

It was a success and I had the parents thanking me for what I do and for giving them an opportunity to truly understand the work that their children do as well.

I was over the moon. Like I can’t wipe the smile on my face kind of happiness that day.

This became a regular event and anticipated by my team too as they show off where they work and have their families around in the center. More importantly, witness them getting awarded for being a Top Performer in the company.

I was more than happy with the results  - decrease in attrition, increase in employee satisfaction and a highly engaged team at the same time. Win- win!

When you work in the Middle East, know that family plays quite an important role in the lives of your employees. Be respectful of this and find ways to engage your teams that may involve their families.

5. Competition within the workplace can become brutal.

Competition in the workplace can be a good thing as it motivates the team to try harder and be creative. In working in the Middle East,

I’ve observed that competition can be quite intense.

In several instances, I have seen competition so intense that it becomes personal. What I realized then was that my team was very passionate with what they do that competition escalated fast.

I have also observed that comparison to another person’s achievements made the competition tougher especially if the competition won. The comparison was in a whole new level altogether and disaster was in sight.

Oftentimes I found myself having to address the team’s issues because of intense competition that strained the team’s relationships.

Lines have blurred that the competition became an avenue to attack another person’s life and criticize to a fault what should be or what shouldn’t be etc. It was a mess!

This is one of those things that you’ll have to deal with as it happens and something that will be come up if you work in the Middle East.

What I learned in this whole ordeal though is learning different approaches in resolving conflict and communication. I used to think I had strong communication skills before I started working in the Middle East but when I started handling these difficult scenarios, I had to up my game.

In the end, I learned that diversity meant truly being open not only to other people’s backgrounds but also allowing yourself to change your mindset to customize the message that will not only be accepted but also embraced by the team as well.

So, there you have it. 

Living and working in the Middle East remain to be the most life-changing experience I’ve ever had done in my life. I have learned so many things that I wouldn’t have experienced had I said “No” to my former boss and stayed in the confines of my office in Manila.

So, if you get the chance to work in the Middle East, take it. Don’t be afraid.

You’ll figure it out as you go.  You’ll meet people and experience a culture that books and the news don’t even do justice.

I have met some of my life-long friends in the Middle East and happy that they are still very much part of my life today. I also met my husband in Egypt and now we have an overactive 3 year old in tow.

Life has truly changed for me and I wouldn't have it any other way. 

So, will I do it all over again?

Are you kidding?

Absolutely.

About Daisy Casio

Daisy Casio is a Passionate Operations Leader with over 16 years of work experience in various leadership roles. She has run diverse teams in multiple locations and has built teams from the ground up. She is the Founder of ChampLeaders Blog dedicated to transforming leaders to Champions. She writes about leadership, management, productivity, career tips, team engagement and many more. 


The post 5 Things Nobody Tells You About Working in the Middle East appeared first on ChampLeaders.

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