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You need to do these 5 things to become a leader

You need to do these 5 things to become a leader

You need to do these 5 things to become a great leader 

You need to do these 5 things to become a great leader

by Talentese Team 13/09/2018

Let’s learn how to become a good leader in workplace!

Leaders are people who set direction and goals for groups and help their team achieve those goals. Personality characteristics can vary quite a fair bit, but there are several common traits that most leaders possess. The two most common factors in all good leaders are the ability to think of the bigger picture and the capacity to be influential amongst people.

Leaders have an uncanny ability to visualize what the future would hold for the company or organization. Once this focus is clear, they are able to successfully exploit any opportunities and improve their personal employee branding. Most people take time to figure out what is happening and get apprehensive about the change in markets or work environments. Leaders are able to embrace these changes with gusto and lead their teams and companies to better heights. How they communicate, deal with change, and ease people into newer roles and jobs are some of the things that make leaders worth following. Any good career guidance counselor will advise you to start thinking about yourself as a leader in the future so that you can start molding yourself into that role now.

Let us look at ways how to become a good leader in workplace!


Drive Win-Win situations:

Many people fail to acknowledge that business thrives when all parts involved feel like they achieved something. When in meetings with decision makers, bosses, or other employees, always try to see the bigger picture and advocate a scenario where everyone walks as a winner. No one likes people who step on other peoples’ toes. Don’t let anyone become a failure either in business or in relationships. Keep driving the point of ‘Win-Win’ situations in all meetings so that people naturally start looking to you for solutions. 


Keep all promises made:

Be very careful about what promises and commitments you make at work. The credibility of being a leader is achieved only when promises are kept and expectations are fulfilled. Keeping your promises and delivering on work scheduled can work wonders for your personal employee branding in the long term. People will start turning to you for hard or difficult assignments because the trust and faith you instill in them would have increased over time. Becoming a leader is not something that is achieved overnight. It takes time and trust of colleagues and decision makers. Ensure that you follow through on your promises with integrity and discipline. Ensure that your team works towards the common goals and set tasks with equal fervor and integrity.


Be committed to your employee branding:

One of the fastest ways how to become a good leader in workplace is to pay attention to your employee branding. Grow your team as you seek personal and career growth. Ensure that you are available to guide your team and colleagues with operational issues, service concerns, sales requests, and customer and client relationship management.  One way to do this would be to pay close attention to how you speak with people and how you are able to assist them. As soon as you start helping others, your personal growth and leadership potential is assured.


Tackle uncomfortable things:

There are many people who are hesitant to step out of their comfort zones. Don’t fall prey to this. One of the most essentials things to becoming a leader is to tackle uncomfortable things in front of decision-makers, clients, and customers. Be known as the person who is willing to do work given in order to improve the brand image and value of the company. Leaders are always seen to execute particularly uncomfortable tasks. Start practicing this with a colleague, mentor, or friend, and you will soon overcome your fear of things outside your comfort zone. Being able to build stronger relationships, speak to new people, and build long-lasting relationships with peers, colleagues, and customers is an important way of securing your leadership quality.


Gather resources and spread them:

Leaders are very transparent with their knowledge. In order to be able to follow footsteps of great leaders, you should ensure that you have a veritable mine of resources. Read extensively and gather resources that you feel will you in furthering your career. When you have used the resources gathered, be sure to pass them on to others in your team. Spreading knowledge and information is a key method how to become a good leader in workplace: be to build a website with your resources and articles and start spreading the word. Ensure that you are always ready to assist others with your knowledge.


In addition to the above ways, we advise that you read extensively about your industry and stay up to date on current affairs. As you read and speak about your knowledge, you will soon start building long-lasting relationships with people who will prefer coming to you for advice. Becoming a leader ultimately means sharing more, doing more, leading more, and working more than others. Share your insights and do not hesitate to help others around you. Once you learn to effectively take responsibility for your work and drive it with passion, you will be able to grow your business and brand image while growing as a leader. Use these simple tips to start your journey as a leader so that you are able to successfully attain your goals.

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What makes a happy workplace? Interview with the Happiness Research Institute Employees

What makes a happy workplace? Interview with the Happiness Research Institute Employees

What makes a happy workplace? Interview with the Happiness Research Institute

What makes a happy workplace? Interview with the Happiness Research Institute

by Talentese Team 06/06/2018

Happiness may seem too individual to be analyzed from a scientific perspective, though Happiness Research Institute employees believe that it is possible – having applied the modern research methods, they have really approached to the answer to the question “What makes a happy workplace?” and come to a better understanding of certain factors that make us happy with our jobs.


So, how does the research of happiness look like? Some answers are in the interview with Isabella Arendt, Executive PA to the CEO at Happiness Research Institute.


– What is exactly the Happiness Research Institute?

We are a private institute founded in 2013 and with currently six people working here. We have people from many different fields of study in order to understand happiness from different perspectives.

Building on measurement guidelines and benchmarks from the OECD and UN, we combine qualitative and quantitative methods to provide insights on the level of well-being, happiness and quality of life.What we care about is how people feel about their life. We believe people themselves are the best judge of whether they are happy or not. Working with subjective measures is difficult, but it is not impossible. We do it all the time, when it comes to stress, anxiety and depression – which are also subjective phenomenons – at the end of the day, it is all about how we as individuals experience our lives. What we ideally do is we follow people over time, and see how changes in life circumstances impact the different dimensions of happiness.




– Why have you decided to create your company?

Our founder and CEO Meik Wiking was curious about happiness and why some countries were happier than others. He wanted to understand more of this and thus founded this institute.


– What are your 3 top wishes for your company within the next 5 years?

We hope of course for more awareness of the happiness agenda. And for decision makers to implement the happiness research in the decision making process.


– What are from your experience the most important factors to be happy at work?

We have done a study in a Danish context about job satisfaction which you can find at our website. The most important factors are meaning, leadership and mastery. We found another four factors, which were important to the Danes, but I will suggest you to read this in the report.



Job Satisfaction Index, 2016


– What makes a good company – the one where employees are happy?

We found that listening to the needs of the workers are important and to understand that people are different and should be treated different. We are motivated by different things and work in different ways. The good employer will make room for those differences and make it an advantage rather than something that needs to be corrected.



– Money, power, teamwork, achievement… are those keys to be happy at work?

The short answer is no. Meaning and a good work-life balance is more important than all those things. But the report will give you more information about this: “According to the Job Satisfaction Index 2016, the recipe for higher motivation is to be found in meaningful work, work-life balance, confidence in one’s skills, and the experience of results. This is important to have in mind if a leader or a workplace wishes to step up motivation among employees.Purpose and mastering each explain 25 percent of motivation, while balance explains 20 percent. But purpose and motivation have the closest relationship, which means how motivated we feel about our work tasks has to do with how much meaning we feel towards our work”.


by Talentese Team 06/06/2018

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Afraid of starting a new job? Do these 7 things to integrate in a team right from the start

Afraid of starting a new job? Do these 7 things to integrate in a team right from the start

Afraid of starting a new job? Do these 7 things to integrate in a team right from the start

11 things that will make recruiters reject your application immediately

by Karin Singh 01/05/2018

Imagine … you got a new job at one of the best firms to work for. You really look forward to your new challenge, but there is one thing that worries you a bit. Guess what?

You are joining a team that is very different from what you have experienced so far. Until now you worked in a team of 5 people, where everyone was of similar age and of the same country. Now you have been employed by one of the most desirable employers.

A multinational company with a team of 14 people and all of them coming from different parts of the world. Also, their age range (24-56 years), their gender (men, women, transgender) and their culture/religion (Christians, Hindus, Sikhs, Muslims and Jews) is something you feel unfamiliar with.

Remember, your goal is to achieve workplace happiness, job satisfaction and success in the long term. How are you going to integrate in this new, so diverse, group without causing any disruption? These are some tips that a career guidance counsellor would give you to have a quick, easy and smooth transition.

# 1 – Memorize all their names before you even start your job.

Try to find this out online, from LinkedIn, the corporate website or other sources. It does make a difference, if right from the beginning you can address and remember them by name.

# 2 – Build relationships with every member.

Find out as much as possible about their background, their interests, their strengths. The more you know about them, and the more interest you show in them, the better. It’s important to find some common ground. That will always help you to establish bonds with them. If you are not very familiar with other cultures, try to learn the basics of every culture/religion so that you don’t make any embarrassing faux pas.

The best firms to work for usually also offer additional opportunities to learn more about each other by running several social events. Another approach would be to ask your team members lots of questions (but don’t intrusive ones!) and take advantage of every chance you might get to get to know them better. At lunchtime, for example, don’t spend that time alone, set yourself a goal to socialise every day with a different member. Imagine how much you will be able to find out and learn after just 1 month.

# 3 – Be approachable.

If you consider yourself as an introvert, and dealing with others for you is every time a hassle, it’s not going to be easy. In order to build bonds, you need to be open, positive, approach others with a smile and allow them to get to know you better, too.

# 4 – Find a mentor.

Find a mentor who can guide you. Someone who knows the written and unwritten rules and agreements within the company. If you can make use of that person’s knowledge, and provide him/her with something useful in return (e.g. some advice, or skill that would benefit them too) you would have it easier to settle in. Building a good relationship with a mentor might also help you to understand the corporate culture and personality in a deeper way. Their knowledge will be invaluable in helping you to integrate quicker into the team. They can tell you who in the group coordinates, leads or keeps the group together. If you observe team dynamics and interactions, you will soon find out who the most influential members are.

# 5 – Get involved wherever possible.

 Attend as many events as possible in which your colleagues take part in, show that you are a team player. Attend the breakfast club, come along in the happy hour after working hours, etc. But don’t be tempted to socialize too much, if it stops you from fully focusing on your job responsibilities.

# 6 – Don’t complain and embrace change.

If you are facing a new environment, you need to embrace new practices and systems. The most desirable employers don’t want to have someone aboard who is complaining and tells others how great their previous job was. Don’t expect others to adapt to your style, instead embrace the new way your team is doing things and offer solutions where possible.

# 7 – Earn the respect of others by doing a good job.

Find out in what areas your colleagues are good at and where YOU can add real value to the team with your strengths. Also, keep your promises once you promise something.

If you love your job and the responsibilities involved in it, but you find it difficult to integrate into your new team, you might face isolation or even problems in carrying out your daily job duties as usual. It is therefore important to evaluate already at the interview stage whether you can really see yourself working there with those employees or not. The most desirable employers often give you the chance to get to know your team members during the recruitment stage. Don’t underestimate therefore this crucial part in evaluating whether the company is right for you.

Starting a new job and settling into a new environment, where team members might know each other already for a long time, is always a challenge. However, if you embrace the new corporate culture from day one, and seize every opportunity to become a real ambassador for your new company, you will experience a painless transition. Don’t forget, the better you can work with your team, the more productive you will be. For the best firms to work for, that means that it’s a win-win for every person involved.

Karin Schroeck-Singh’s passion lies in creating, translating and promoting content of high-quality in multiple languages (English, German, Italian). She holds an MBA from the University of Leicester (UK) and is the author of several ebooks. She gained more that 20 years of international work experience in various industries in Italy, the UK and India. Helping businesses to optimise their online presence is her priority, no client or project is too big or too small for her.

Stop worrying. Start outsourcing!

Karin Schroeck-Singh

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Let’s agree to disagree: Learn how to properly complain to your boss

Let’s agree to disagree: Learn how to properly complain to your boss

Let’s agree to disagree: Learn how to properly complain to your boss

Let’s agree to disagree: Learn how to properly complain to your boss

by Talentese Team 16/04/2018

Being heard in office is a very important thing. Being heard when you’re complaining about something is even more important. There is a thin line between complaining properly and not. Sometimes it might come across as extremely negative or be whining. Whenever you are tempted to complain about something to your boss always keep in mind that it should be fruitful to the company you work in. complaining without that goal or aim is just whining about personal conditions that do not affect the company in the long term. Many times services of a career consulting company may help in structuring your concerns and making them sound more company-friendly. Having said this, it is desirable at times to complain or provide feedback about professional concerns with your boss in order to improve your productivity and efficiency at work. If you do it properly while using the correct words, your complaint might not have a negative impact and might actually be a positive one. This will also help with your personal employee branding in the long term. If you approach your boss or manager in the correct manner with a professional reason, he or she will listen to your concerns carefully and assist or help you in dealing with them in the right manner. If you require other resources, that do not involve your immediate boss, you should let him or her know, and approach the right department or persons. Let us look at how to complain properly to your boss about something. Determine your issue: Start with identifying the problem or issue that you wish to complain about. Ensure that your issue is not a minor one that you can resolve or work around without any interference from your boss. If this is unavoidable, only then will the issue be deemed as really important. Once you determine the issue and the degree to which you are inconvenienced, speak to a few trusted colleagues. If they are able to resolve it amicably and to your satisfaction, then you do not need to approach your boss about it. If you are unsure of how to approach the issue or problem you are facing you should set an appointment with a career guidance counselor from a career consulting company. This will ensure that you are well prepared for your issue and have determined the gravity of the concern before you approach your immediate supervisor or boss about it. Keep a few solutions ready: Many times, your immediate boss will ask you for the solution to the issue or problem you bring up. If it is a system, process, or protocol related issue, you could try to come up with a few solutions that you think might be helpful. If you are unsure and there is only one solution to the issue, then voice that out with minimal emption entering your expressions or your voice. You need to be able to ask for what you would like without undermining the earlier process or person you are complaining about. Explain in brief about what the concern is, why it has arisen, and how you wish to change it. If you are unsure about how to do this, you should speak to a career guidance counselor to assist you. Approaching your boss without a few solutions is like asking for a solution that will be dissatisfactory to you. If you just ask for it, you might be able to get it without having to approach your boss about it again. This will not only improve your communication skills but will also reflect positively on your personal employee branding. Focus on facts: Many people lose focus on the facts and get highly emotional while speaking to their boss about a problem or an issue that is disturbing them. unless it is not a personal issue that is affecting your professional life, keep your emotions aside and only focus on the bare facts in front of you. If you need to find additional ways to get information, you can seek career counseling for experienced professionals and get a cost versus benefits assessment done in order to get your facts right. Ensure that you do not complain about personality traits of your colleagues, their mannerisms, how they dress, eat, and speak. This will reflect poorly on your strength of character and end up harming your employee branding instead of enhancing it. Do not make any assumptions without backing it up with facts or blame your colleagues for work poorly done if it does not affect your work as well. Ensure that you keep the entire issue very professional and ethical at all times. Keep it management-friendly: Before you take any complaint or issue to your manager, you must consider how it will affect the company. Keep your complaint in the form of a feedback and portray it in a positive manner. Do not expect miracles from your boss immediately. Do not also expect that they will take your side. Most managers will look at it from a managerial point of view and then take a decision looking at company culture, policy, and bottom lines. Always ensure that your complaint will assist the management and then frame it to your advantage.  

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10 Signs of a Millennial-Friendly Company

10 Signs of a Millennial-Friendly Company

10 Signs of a Millennial-Friendly Company

10 Signs of a Millennial-Friendly Company

by Karin Singh 27/02/2018

The firms with the best company culture are those that recognise the signs of the times. They know about the importance of developing a millennial-friendly strategy when it comes to hiring the best employees. How can a person spot a millennial-friendly company? Job seekers should look out for these 10 signs when looking for the best company culture.


  # 1 – The company’s competitiveness.

Does the company make any efforts to leave an impression of competitiveness? Are modern methods used to feature job ads? Can the company be found on LinkedIn? Is it listed on Glassdoor and does it have a great reputation? Are great additional perks offered, are salaries updated regularly and what do other people say about the company?


 # 2 –  The company’s culture.

Does the company have a corporate culture in which productivity, innovation and good will are at the forefront? Can you spot any signs in job ads or on social media platforms that give some hints about it?


 # 3 – The company’s hierarchy.

Does the company have a flat hierarchy? As a millennial, you know that you don’t like to be treated like a subordinate. 


 # 4 – Appreciation is credited.

Does the management team give any indication on whether employees are respected, appreciated and acknowledged? Look out for hints and confirmations that this is the case, e.g. in job ads, corporate videos, comments on Glassdoor etc.


 # 5 – The work environment.

Are the offices laid out in such a way that they lead to higher productivity and engagement? Are there any offices in which collaboration is encouraged or is every employee locked up in their own office? Let’s bear in mind that 88 % of millennials prefer to work in an environment in which social exchange is easily possible.


 # 6 – The career and growth opportunities.

Does the company offer an attractive salary, but does not provide any other learning, growth and career opportunities? Earning a good salary is important, but not the most important thing! The companies with the best company culture are those that are prepared to invest in their employees and support their development. They allow their staff to develop themselves further on a personal as well as professional level. Let’s not forget that for millennials the main reason to change job is a lack of career opportunities.


 # 7 – Regular feedback.

Do supervisors provide regular feedback regarding their employees’ performances? Recently a study revealed that 80 % of millennials expect to receive regular feedback from their managers.


# 8 – The casual corporate dress code.

Millennials don’t appreciate having to turn up for work every day in formal business attire. Not all employers have adapted to this scenario yet, but this often depends on the type of industry. It would be a good idea to look for pictures on the internet and in job ads which might give a hint on what dress code might be considered as appropriate.


# 9 – IT equipment.

Are software and hardware fully up to date? Millennials are very IT and internet savvy, it is therefore of paramount importance for a company to be at the technical cutting edge.


# 10 – Meaningful work.

A study conducted by Deloitte revealed that for 60 % of millennials salary is not their first priority. They want instead to carry out meaningful work which meets a specific purpose. The signs of firms with the best company culture are those that offer opportunities for volunteering, support of others in community projects, etc.


The more information you are able to find out from the best employers with a millennial-friendly approach, the easier it will be for you to land your dream job at the right company.


Karin Schroeck-Singh’s passion lies in creating, translating and promoting content of high-quality in multiple languages (English, German, Italian). She holds an MBA from the University of Leicester (UK) and is the author of several ebooks. She gained more that 20 years of international work experience in various industries in Italy, the UK and India. Helping businesses to optimise their online presence is her priority, no client or project is too big or too small for her.

Stop worrying. Start outsourcing!

Karin Schroeck-Singh

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10 Damaging Habits That May Keep Millennials From Achieving

10 Damaging Habits That May Keep Millennials From Achieving

10 Damaging Habits That May Keep Millennials From Achieving

10 Damaging Habits That May Keep Millennials From Achieving

by Bishwabandita Guru

Millennials –the first real digital generation– conquer over many across the length and breadth. However, their work style preferences force them to indulge into certain habits that may prove to be damaging in achieving greater career objectives and moving towards desired career change.

Jotted down below are the top 10 among those habits.

#1 Talking more and listening less:

People might consider that Millennials have a natural habit of talking a lot as they think they outdo many and know a lot. That results in poor reception. The truth is they should always set their primary goal to learn as much from their counterparts as possible. And learning can’t just happen without the process of listening. Also in order to build rapport and engage with people one must show genuine interest in what they have to say. And listening is an indispensable ingredient in establishing rapport with anyone.

#2 Straying along:

Straying along without focusing on a particular career goal is the strongest prerequisite to end up living a miserable life. It is crucial to acknowledge that the career life has already begun and it is high time to define clear cut goals and reach out for them. Having an aspiration and sticking to it is very much important. By making decisions and taking responsibility one can determine the trajectory of life – though career change can have a positive impact on your life, having no consistency at all is not a good thing.

#3 Saying “NO” to complex issues:

It is not worth saying “no” to something one has not given a try even. That only lazes one’s brain off and puts it on instant relaxes. Also it is the easier way to avoid complex issues and in no way helpful to drive one to greater career success. By adopting a habit to accept any challenge, no matter how difficult it is sets one’s confidence level high, allows him to figure things out in due course and helps solve them. Persistence leads to success, and in several cases Millennials are not seen as persistent enough.

#4 Wasting productive moments on Social Media:

Unleashing the power of Social Media towards the productive end is always a welcome move. However, studies reveal that Millennials spend a largest fraction of time on the web accessing Social Media and mostly they use it for entertainment purpose. Needless to mention here that Social Media is a huge consumer of one’s most precious asset: time. And it barely adds any value to one’s personal growth and development. So it is wiser to go offline and use time wisely.

#5 The “I can do EVERYTHING if I try” Mindset:

There are tons of things that require adequate experience to be handled well. However, Millennials are usually seen as people who love to try their hands on different new things to satisfy their sense of achievement. They usually have a ton of shallow experiences in a wide array of tasks and hence are lousy at a lot of different things or are not masters of their core area of expertise. Valuing experiences should be of pretty much importance and realising that one must devote a lot of time and effort developing and nurturing his own field of knowledge and expertise, rather than being too preoccupied with trying everything that comes on the way. One can’t commit to any project or vision that helps him to make an impact at the best firms to work for, if he’s tempted to try his hands on anything and everything that world has to offer.

#6 Adjourning life:

Millennials are pretty good at prioritising things over a breadth of life experiences. But they are poor at adjourning important pursuits to a later date they genuinely love. “Later” often means “never” if not planned beforehand. If one has a strong desire and possibility to do something, he should start it with immediate effect rather than to adjourn it to a later date. It is an extensive belief that there will always be a second chance to do anything like expression one’s feelings near someone, asking someone out, writing a novel, starting a business and so on… usually that chance barely comes. So it is better not to adjourn things of importance and start them immediately!

#7 Saying “ENOUGH” to learning:

Millennials don’t value constant learning. Acquiring new skills and knowledge is very important, all through one’s life if one wants to stay abreast of the latest updates his career demands. Otherwise, there are maximum chances of his getting left behind by his peers. College or University was just a warm-up and the real learning starts as soon as one enters into the job arena. Always remaining in constant learning mode not only improves a person to a greater extent, but also boosts the confidence level up to achieve anything.

#8 Too much of multitasking:

The CEO of Omnicore, Mr. Salman Aslam says, “As a Millennial… we think we are very efficient at multitasking, but being in business has taught me that it is not always right to multitask or to hop on new projects like a bunny.” There are many more quotes from industry bigwigs discouraging multitasking. Multitasking often results in Task-switching. Where Multitasking is coined for and designed to carry out tasks effectively during busy hours. Millennials tend to use this as a parameter to prove themselves as super-efficient. They, in true sense, insert a number of activities, that interest and excite them into their multitasking schedule which they skip/postpone as something else again replaces their interest. This often results into fairly lousy performance in their core project of delegation even by the most desirable employers.

#9 Avoidance of in-person interaction:

With the advent of technology, lots of events happen remotely. Text replaces talk; employee branding replaces direct job hunt; virtual meetings replace in-person interaction. Millennials are stubborn about not to kill important moments over commuting to carry out physical meetings or simply not so confident of meeting people face to face as they are mostly not used to it. However, at some point, communication loses its essence if it doesn’t happen across the table with proper eye-to-eye contact. While dealing with top managerial client level, texting instead of calling or avoiding direct contact to fix an appointment to discuss things forward tends to reduce the chance of bagging a deal.

#10 Living with insecurities:

‘The feel of Insecurity’ is what paralyses a person and stops from taking action. Millennials are often keen on doubting their strengths and mostly afraid of failure. When it comes to take big decisions, career change and risk, they keep more room for hesitation. Believing in oneself, slaying down fears, taking action, doing the right things and letting consequences follow can make a person bold and confident.

Are you a millennial? If so, what do you think about this habits? Are they true?

Dr. Bishwabandita Guru is a seasoned HR Professional and presently the Founder of “HR-Revamped”, a Startup Co., that provides strategic HR solutions to SMEs. She is a Freelance Business Content Writer and Author of two books on HRM titled as “THE ULTIMATE QUOTEBOOK FOR HUMAN RESOURCE MANAGERS” and “DEMYSTIFYING THE HR JARGON WAGON”. After an MBA and a DBA in HRM, her learning desire seeks shelter in International Business and American Language Studies. For her, the noblest pleasure in this earth is the ‘JOY OF LEARNING’. Her public profiles can be accessed on the following links:


Bishwabandita Guru

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