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Handling A Difficult Customer
Why Are Some Customers Difficult?
While many of your interactions with customers will be pleasant and positive, you inevitably will have to interact with customers who are difficult in some way. Keep in mind that just as all of your emotions communicate to you so you can assess your situation, this is also the case for the difficult customer. Regardless of why they are angry or upset, their feelings are valid. Understanding the different reasons behind their behavior can help you to resolve their difficulty.
They Have Truly Had a Bad Experience and Want to Vent
Venting swing emotions such as anxiety and anger can be a useful strategy towards slowing down thoughts and reaching a more calm emotional state. When customers want to vent, they want a solution, but what may be more important is that they feel that they are heard, that their concerns are valid. Listening actively with empathy can help customers who need to vent in order to de-escalate their emotional state to a less aroused state.
“Empathy is the faculty to resonate with the feelings of others. When we meet someone who is joyful, we smile. When we witness someone in pain, we suffer in resonance with his or her suffering.”
-Matthieu Ricard
Want Someone to be Held Accountable
Customers looking for accountability feel anxious and angry. Will anyone resolve their problem? Keep in mind that being accountable is not the same thing as accepting blame. An Adult mode assessment of reality might understand that you personally did not cause their problem, but a Parent mode assessment might perceive everyone at your business as incompetent as evidenced by the customer’s problem. Customers who are looking for accountability may speak in terms of blame and fault. This however is not truly being accountable. To be held accountable is to acknowledge that you can be responsible for where things go from here. When you take responsibility, you are saying that you are able to respond to the situation rather than saying the situation is your fault. Often when you reassure a customer that you are going to help them, and you offer a specific strategy on how you will do so, this helps the customer feel less anxious. By providing specific information, you help customers to de-escalate their anxiety. By showing a willingness to take responsibility you speak to the customer’s Parent mode response, and shift them back into Adult mode.
They Have Truly Had a Bad Experience and Want Resolution
When customers express that they are looking for a resolution, they are operating in the Adult mode. Even if they are angry or expressing frustration, they can quickly de-escalate when they know that you are working towards a resolution. Sometimes conflicts can arise when the resolution is not what the customer wants or expects, including the idea that a complete resolution may take time. In this case, being honest and offering multiple options can help a customer accept the range of resolutions being offered. Remember that the emotion of frustration tells us that something isn’t working. Providing multiple options to a customer can let them know that you are looking for a solution that will work.
They are Generally Unhappy
Customers who are generally unhappy people can be exceptionally difficult. When you ask what is wrong, they can launch into an entire laundry list. Often unhappy people pursue negative rewards in their interactions. Consequently, they may want you to slip into a Child or Parent mode to complement their corresponding Child or Parent mode, because this confirms their negative view of life. Destructive labeling is a common distorted thinking pattern that you’ll find with this type of customer. When dealing with generally unhappy people, you can help them by refocusing their attention on the here and now and the problem at hand. Rather than asking what is wrong, you can ask, how can I help you today, or look for specific steps you can take to resolve a specific issue. Remember that the way to counteract destructive labeling in yourself is to focus on specifics. This focus on a specific and resolvable problem in your impossible-to-please customer can aid in counteracting their destructive labeling. You may find that they continuously resist and try to lure you into a Child or Parent state. If possible, you may have to call a time out to regroup yourself. The most important step in dealing with generally unhappy customers is to remain authentically positive and in the Adult mode. Dealing with this type of customer can be a source of frustration, so be prepared to reframe the problem when you identify this emotion in yourself or your customer.
For more on this course available from Corporate Training Materials, please visit:
https://corporatetrainingmaterials.com/course/Handling_a_Difficult_Customer
10 Soft Skills You Need
What are soft skills, anyway? Simply put, soft skills are the personal attributes that allows us to effectively relate to others. These skills enhance our personal interactions and lead to greater job performance and satisfaction. Unlike hard skills, which are the technical and knowledge skill set we bring to our work, soft skills are interpersonal and can be applied in a broad array of situations. Soft skills encompass both personality traits, such as optimism, and abilities which can be practiced, such as empathy. Like all skills, soft skills can be learned.
Definition of Soft Skills
Soft skills are personal attributes that allow us to effectively relate to others. Applying these skills helps us build stronger work relationships, work more productively, and maximize our career prospects. Often we place the focus of our career development efforts on hard skills – technology skills, knowledge, and other skills that specifically relate to our ability to get work-related tasks done. This means we neglect to develop our soft skills. However, soft skills are directly transferrable to any job, organization, or industry. As a result, they are an investment worth making.
Soft skills include:
- Communication
- Listening
- Showing Empathy
- Networking
- Self-confidence
- Giving and receiving feedback
Empathy and the Emotional Intelligence Quotient
Empathy is perhaps the most important soft skill we can develop for better interpersonal interactions. Empathy is the ability to identify with another person’s experience. While we often think of empathy in terms only of identifying with someone’s pain or negative experience, we can apply empathy in a variety of situations. Developing empathy allows us to imagine ourselves in another person’s shoes, to respond to others, and even to vicariously experience others’ feelings of emotions. When we demonstrate empathy, we create connections with others, which can help to build teamwork or otherwise create shared goals. Empathy also helps to forge stronger interpersonal connections between team members and colleagues, which is as important as shared goals or complementary skills when it comes to accomplishing work.
Empathy is one component of what is known as Emotional Intelligence, or EI. Emotional Intelligence is the ability to recognize and manage our feelings so that they are expressed appropriately. Exercising emotional intelligence helps to create harmonious, productive relationships.
There are four key components to Emotional Intelligence:
- Self-awareness: The ability to recognize our own feelings and motivations
- Self-management: The ability to appropriate express (or not express) feelings
- Social awareness: Our ability to recognize the feelings and needs of others, and the norms of a given situation
- Relationship management: Our ability to relate effectively to others
Taken together, these skills make up our Emotional Intelligence Quotient (EQI). The EQI is a measure of your ability to exercise soft skills such as empathy.
Professionalism
The word “professionalism” often conjures up images of a cold, distant, brusque person in a nondescript navy blue suit. In fact, many people have the sense that to be “professional” is exactly the opposite of demonstrating empathy and emotional intelligence! However, professionalism is a key soft skill, and it doesn’t require you to be inauthentic, distant, or detached. Professionalism is simply the ability to conduct yourself with responsibility, integrity, accountability, and excellence. Acting with professionalism also means seeking to communicate effectively with others and finding a way to be productive.
Professionalism involves what may seem to be small acts, such:
- Always reporting to work on time and returning promptly from breaks
- Dressing appropriately
- Being clean and neat
- Speaking clearly and politely to colleagues, customers, and clients
- Striving to meet high standards for one’s own work
Learned vs. Inborn Traits
Because soft skills are talked about as traits of a person’s personality, it may seem as though you have to born with them. While some soft skills come more easily to one person than they might to another, soft skills are not inborn. Like all skills, they can be learned. Because we all have our own preferences and ways of moving through the world, some soft skills may be more difficult to learn than others. But if we think back, there are also aspects of our hard skill set that were difficult at first, though they now seem to come quite naturally to us. We develop soft skills in the same way we develop hard skills – we practice! Spending time with people who seem to be able to effortlessly demonstrate a soft skill that you find challenging is one way to build your soft skill set. Another way is to seek opportunities to practice in which the risk of failure is low, until you feel confident in your ability. You don’t have to be born a networker or an empathetic person – you can learn and build these skills throughout your career.
For more in our course “10 Soft Skills You Need”, please visit:
https://corporatetrainingmaterials.com/course/10_Soft_Skills_You_Need
Emotional Intelligence
Understand Emotions and How to Manage Them in the Workplace
As previously stated, having emotions is an inherent part of all human beings. Understanding one’s emotions and learning how to use them is the responsibility of each person. Many times, it may feel like the workplace is no place for emotions, whether good or bad. But the truth is, emotions must be utilized!
For example, if you are the manager and your team is about to miss an important deadline, it is up to you to stress how necessary it is for you to meet the deadline. The approach you take is determined by your natural tendencies as well as level of professionalism. One level-headed approach may be to call the team to a meeting and explain the ramifications of not meeting the deadline. This would also be a good time to listen to the team members to find out if there is something out of their control that is preventing them from doing their job.
A less calm and volatile method would be to yell at everyone and tell them to get to work.
Deciding which style is best can be done by weighing the pros and cons of each as well as which would result in the most positive outcome. Do not rely solely on how you feel, but what makes logical sense.
Role of Emotional Intelligence at Work
Emotional Intelligence plays a vital role in the workplace. How one feels about himself, interacts with others, and handles conflict is directly reflected in the quality of work produced. Both social and personal proficiencies are developed as a result of Emotional Intelligence.
Social Proficiencies
- Empathy – Being aware of others’ feelings and exhibiting compassion.
- Intuition – An inner sense of the feelings of others’.
- Political Acumen – Ability to communicate, strong influence and leadership skills, and conflict-resolution.
Personal Proficiencies
- Self-Awareness – Understanding one’s own emotions. The ability to asses one’s self as well as display confidence.
- Self-Regulation – Managing one’s emotions. Maintaining trustworthiness and flexibility.
- Motivation – Being optimistic about situations. Having the drive to take initiative and commit until completion.
Disagreeing Constructively
To disagree constructively means to do so in a positive, productive manner. Its purpose is not to disagree for the sake of disagreeing or getting your point across. It is also not used to be negative or destructive of another’s thoughts. The workplace is a place where disagreeing is a common occurrence. Companies look for the most effective ways to carry out operations and therefore invest in process improvement strategies, which opens the floor for discussion and compromise.
What does constructively disagreeing look like in practice, you may ask. Well, it is acknowledging and confirming someone else’s ideas before presenting your own.
Example:
Ted: Because of the nature of their duties, I feel the customer service phone team should arrive 30 minutes before their shift to bring up their systems and test their equipment to make sure it is properly working so they are ready to take the first call as soon as their shift starts.
Michael: I understand your point, Ted and I agree the phone team should arrive early to prepare themselves for the start of their shift. However, I feel 15 minutes is sufficient time for them to get everything in place.
For more information on our Emotional Intelligence course, please visit:
https://corporatetrainingmaterials.com/course/Emotional_Intelligence
Creating a Great Webinar
Successful Webinar Criteria
Value
People are constantly inundated with sales pitches. When it comes to hosting webinars, you must deliver value. The value that you offer needs to resonate with your customers in order for them to choose you. In order to provide value, you need to understand what motivates your customer. For example, people purchase certain items based on quality and others solely based on price, and these choices vary with each individual.
When you are presenting value to your customer, you need to understand your customers’ needs and wants. Then, you will be able to identify exactly how your product or service addresses the needs and wants of your customers. When you have the answers, you must show how your products or services will be able to benefit your customers.
Knowing Your Target Audience
Knowing how to deliver value requires you to understand your target audience. It is impossible to please everyone, which is why you need to know who your customers are (your target audience). This will require you to conduct some research and gather information. Begin by identifying the age, gender, income level, education level, and location of your customers. Once you have this basic information, you must determine how they interact with the world. What do they read? How do they share information? This will allow you to tailor your webinars to your customer as well as advertise in the right locations. Again, this will take a little work on your part, but it is worth the effort.
Grab and Keep Attention
As we have already stated, it is important that you grab the attention of your audience immediately. It is just as important to keep their attention. After a strong opening, you need to keep the momentum going. Many professional presenters follow the 10-minute rule. This rule is based on the understanding that attention begins to drift after 10 minutes. This requires a simple change of course every 10 minutes, such as switching to a demonstration or slide show.
There are other ways to keep the attention of your audience:
- Use slides in moderation: Slides with everything you say is just as boring talking alone.
- Use animation and images: Make sure that are relevant to the webinar.
- Use demonstrations: Again, make them relevant to your topic.
- Limit information: Provide a basic overview, not an in-depth analysis.
Simple find the methods that work best for you, and space them out to keep your audience interested and motivated.
For more information about our Creating a Great Webinar course, please visit:
https://corporatetrainingmaterials.com/course/Creating_a_Great_Webinar
Developing Creativity
Divergent Thinking
Divergent thinking moves away from the traditional, convergent thinking, which is linear and analytical. It is looking for the right answer. Divergent thinking, on the other hand, is nonlinear and spontaneous. Rather than finding a single correct answer, the divergent thinker discovers multiple options for addressing problems. Brainstorming, predicting, and imagination activities are all examples of divergent thinking. It is possible to increase divergent thinking by implementing open-ended questions when addressing problems rather than closed questions. We will discuss open-ended questions in a later module. Moving toward divergent thinking may not be comfortable for analytical thinkers, but practice will soon help creativity develop.
Developing Creativity Courseware
Children have an innate creative ability when they are born, but for some reason adults can lose it along the way. Your participants will move out of the mundane, be more curious, engage, and explore new ideas. Recognize creativity and be ready when it happens.
With our Developing Creativity course your participants will learn how to remove barriers that block or limit their creativity. They will improve their imagination, divergent thinking, and mental flexibility. Participants will learn mind mapping, individual brainstorming, and when to recognize and look for what inspires them to be more creative.
For more on the Developing Creativity training course, please visit:
https://corporatetrainingmaterials.com/course/Developing_Creativity
Stress Management: Creating a Plan
Creating a Plan
When a stressful event arises (or if you anticipate a stressful event), creating a plan can give you a much-needed sense of control. With a plan, you can feel like you’re at least a little bit on top of things, and that you have power over the situation. Often, people find that making lists and planning (even if it’s for the short term) restores a bit of order and control to their life.
Things to think about include:
- How can I maintain a healthy lifestyle (with appropriate amounts of diet, sleep, and exercise) during this period?
- What changes will I need to make to my lifestyle?
- How will my routine help me during this period?
- How might my routine change?
- How can I use the triple A approach to handle this situation?
- What relaxation techniques might be appropriate?
- What support systems can I rely on?
Remember, stress is individual, and therefore your approach should be too. If you simply can’t find the time to exercise during this stressful period, for example, and can manage only a ten minute walk per day, accept that as your new routine. This is not the time for you to put additional pressure on yourself.
After the stressful event is over, try to return to your normal routine as soon as possible. This will help restore order to your life and return your stress levels to normal.
For more information on our Stress Management training course, please visit:
https://corporatetrainingmaterials.com/course/Stress_Management
Business Succession Planning: What is Business Succession Planning?
What is Business Succession Planning?
Successful succession planning is related to leadership development. It develops a pool of talent so that there are numerous qualified candidates throughout the organization to fill vacancies in leadership. Succession planning used to concentrate on developing leadership at the top level, but now it is building a strong talent base, which helps to increase employee loyalty and ensure the longevity of the company. This strategy requires recruiting qualified talent, creating a talent pool, and instilling loyalty.
Benefits of succession planning:
- Decreased turnover
- Increased employee satisfaction
- Improved commitment to company goals
- Enhanced image of the organization
What does succession planning require? - Identify the long-term goals and objectives of the business: The long-term goals directly relate to succession planning. Is the company’s goal to grow or maintain its current position? Will it expand into other fields? All of these questions need to be addressed before creating a succession plan.
- Understand the developmental needs of the company and identify employees who fit these needs: The responsibilities of employees change over time. Some positions may be eliminated in the future while others will be added.
- Recognize trends in the workforce and engage employees to build loyalty: Understanding workforce trends will help you predict the needs of your organization. For example, are your key employees nearing retirement? Have you invested in talented employees to take on additional roles?
For more information on our Business Succession Planning, please visit:
https://corporatetrainingmaterials.com/course/Business_Succession_Planning
Facilitation Skills: Using Ground Rules to Prevent Dysfunction
One of the best ways a facilitator can anticipate problems in a group discussion is to set ground rules. Ground rules orient participants with what is expected from them. Moreover, they set boundaries of acceptable and unacceptable behavior during the discussion. For best results, ground rules must be set in a consultative fashion, with the rules, and sometimes the consequences of violation of rules, negotiated among members of the group and agreed upon by consensus.
When setting ground rules, it is important to both verify if the rules are understood, and if they are acceptable. Make sure too that a documentation of the ground rules is available for everyone, either as a hand-out or posted in a flipchart paper for everyone to see.
Ground rules in a group meeting can relate to:
- How to make the most of the meeting. For example: practice timely attendance, participate fully.
- How to make a contribution to the discussion. For example: do the members raise their hands and ask the facilitator for permission to speak; use I-messages.
- How members should treat other members. For example: “don’t interrupt whoever is speaking, listen actively to whoever has the floor, accept that everyone has a right to their own opinion, no swearing or any aggressive behavior.
- Issues relating to confidentiality. Example: all matters discussed in the group shall remain within the group. This is also the moment for the facilitator to reveal if the minutes of the meeting will remain solely for his or her reference, or will it be given to an authority in the organization.
- How violations of ground rules would be addressed. Example: the use of graduated interventions from warning to expulsion from the group.
For more from our Facilitation Skills training course, please visit:
https://corporatetrainingmaterials.com/course/Facilitation_Skills
Sales Fundamentals: Performing a Needs Analysis
Performing a Needs Analysis
Clients need many more things than you might be planning to sell them. The more you can do for a client, the more you will be seen as a valuable partner. Here are some suggestions about how it might be possible to meet some other client needs:
- Information. You might be able to act as a consultant to a client, providing information about the latest developments in your field.
- Training. If you provide a product that requires some training, make training part of the package.
- Financing. If your company does not provide financing, put the client in touch with banks that do.
- Community. Communities often grow up around particular products, especially high tech products. Introduce clients to users groups or trade organizations.
- Personnel. You probably know a number of capable people who are thinking about changing jobs. Helping a client find skilled employees can benefit everyone involved. If the people you recommend are hired, they will become some of your strongest advocates.
For more on our Sales Fundamentals training course, please visit:
https://corporatetrainingmaterials.com/course/Sales_Fundamentals
Business Ethics: Guidelines for Managing Ethics in the Workplace
Guidelines for Managing Ethics in the Workplace
Managing ethics in the workplace requires certain tools. Every organization needs a Code of Ethics, a Code of Conduct, and Policies and Procedures, which is discussed within the CTM Business Ethics course. These tools direct the organization as leaders attempt to manage ethics.
Guidelines for Implementing and Managing Ethics:
- Give it time: Managing ethics is a process-oriented activity that requires time and constant assessment.
- Focus on behavior: Do not give vague requirements; make sure that ethics management has an impact on behavior.
- Avoid problems: Create clear codes and policies that will prevent ethical problems.
- Be open: Involve different groups in ethics program and make decisions public.
- Integrate ethics: Make sure that all management programs have ethical values.
- Allow for mistakes: Teach employees how to behave ethically, and do not give up when mistakes happen.
Roles and Responsibilities
The roles and responsibilities necessary to effectively implement workplace ethics will vary with each organization. A manager should be in place to oversee the ethics program, but he or she will need the support provided by other positions. Smaller organizations may not need to fill all of the roles listed below; determine what your company needs before executing an ethics program.
Roles:
- CEO: The CEO of every company needs to support business ethics and lead by example.
- Ethics committee: An ethics committee will develop and supervise the program.
- Ethics management team: Senior managers implement the program and train employees.
- Ethics executive: An ethics executive or officer is trained to resolve ethical problems.
- Ombudsperson: This position requires interpreting and integrating values throughout the organization.
https://corporatetrainingmaterials.com/course/Business_Ethics
D5 Creation