June Newsletter 2023

June Newsletter 2023

The 9 Intelligences

Intelligence is widely considered to be incredibly important in many industries and professions. Did you know that intelligence comes in different forms? In 1983, Howard Gardner introduced the theory of multiple intelligences, which includes nine types: Naturalistic, Musical, Analytical, Existential, Interpersonal, Intrapersonal, Bodily-Kinaesthetic, Linguistic, and Visual. Each aspect is unique and can indicate how you work independently and with others:

  1. Naturalistic intelligence: you might feel more at ease outdoors and pursue careers in fields similar to geology, astronomy, and botany.
  2. Musical intelligence: you might be gifted in recognizing sounds, pitches, and rhythm and benefit from incorporating music into your work environment.
  3. Analytical intelligence: involves reasoning and strategy-building.
  4. Existential intelligence: focuses on listening, teaching, and inspiring others.
  5. Interpersonal intelligence: you are highly responsive to the needs of others with Emotional Intelligence and can take on multiple roles in group projects.
  6. Intrapersonal intelligence: involves being mindful of your mental and emotional state and can be advantageous when working toward a deadline.
  7. Bodily-Kinaesthetic intelligence: involves practical applications and physical manipulation of their environment.
  8. Linguistic intelligence: involves effective communication through storytelling.
  9. Visual intelligence: entails visualising the physical world in a 3D manner and can be practical in fields like architecture and art.

No alt text provided for this image

Remember, your intelligence type is not limited to just one and can help you use the best of your skills in your working environment. You can reach your full potential by understanding your intelligence type and learning style.


Decline in Trust – How to Fix It

Recent Gallup polls have shown a troubling decline in trust in institutions. Even public schools and medical systems, which had seen significant increases in trustworthiness during 2020, have experienced a drop.

"Trust is like the air we breathe - when it's present, nobody really notices; when it's absent, everybody notices.” – Warren Buffet

Studies have also revealed that 74% of employees worldwide believe corruption is rampant within businesses in their country. That diminished trust in leaders can lead to a culture of suspicion and self-interest that can harm businesses. Building trust requires a consistent and concerted effort to establish a culture of authenticity and transparency. When leaders prioritise such endeavours, it can reignite faith in their leadership and lead to better performance and a positive corporate culture.

However, the decline in employees' confidence in their organisation's financial future and feeling inspired by leadership suggests that trust in leadership is evaporating. All of this coincides with a historic decline in employee engagement, making it all the more important to prioritise trust-building efforts within organisations.

No alt text provided for this image

Organisations that provide stability, security, strength, and support are highly valued. Building trust with transparency is essential. Companies like Patagonia have earned high levels of faith by being radically transparent. Their Footprint Chronicles website publicly tracks products' journey from raw materials to retail shelves. This level of transparency may seem risky, but trust requires open communication and facts. A lack of transparency can create scepticism and undermine trust. Leaders can foster trust by openly sharing their thoughts, intentions, and beliefs. Your communication must be clear and concise, or it will get twisted, undermining your message.


Strengths-Based Work Culture

No alt text provided for this image

In today's fast-paced work environments, organisations must foster a strengths-based work culture to maximise results and ensure consistency across their teams. In essence, a strengths-based approach is all about recognising and utilising unique talents and the abilities of individuals within the organisation to create a productive and customer-centric workplace.

So, how can you determine if your organisation has a strengths-based approach?

Here are some key indicators to look out for:

  • Employees must have the opportunity to use their strengths every day. The organisation must recognise and allow employees to leverage their unique qualities to perform their tasks efficiently and effectively.
  • Team members must know and understand each other's strengths. This understanding will help to build strong relationships and collaboration within the team, as they can complement each other's abilities.
  • Team members should be able to see the connection between strengths and success. This connection will help them to understand the value of their unique skills and how they contribute to the organisation's overall success.
  • Everyone must have partnerships that support the development of their strengths. The organisation must provide opportunities for employees to develop their strengths through coaching, training, and other development initiatives.
  • Team members should use their knowledge of each other's strengths to plan and direct actions. This collaborative approach will help to create a more efficient and effective team environment.
  • Managers should use individual strengths to set goals and clarify expectations. This approach will help to align individual strengths with the organisation's goals and objectives.
  • Managers must understand how each team member's strengths connect to their role. This understanding will help managers assign tasks that align with each individual's strengths and will, therefore, create a more productive and efficient workforce.
  • Teams must be agile in responding to customer needs. This agility will help the organisation remain customer-centric and adapt to the ever-changing needs of the market.

According to Gallup, organisations implementing a strengths-based approach have reported increases in engagement, sales, profits, and fewer safety incidents and lower attrition rates. This evidence highlights the benefits of strengths-based cultures, particularly where individual differences are applied to make the organisation an efficient and productive, customer-centric business.

No alt text provided for this image

However, knowing your organisation's strengths is not enough. Consultations, training, and practice are necessary to integrate strengths into the daily routines of the entire workforce. The most effective way to achieve this is by upskilling managers and leadership, who can then pass on their knowledge to their teams and ultimately present it to the customer. By adopting a strengths-based approach, organisations can create a culture that maximises results while ensuring consistency across teams.


Neoskill News

No alt text provided for this image

Our search for a Graphics Designer/e-Learning Specialist is still ongoing, as we conduct interviews for the newest member of the Neoskill family. Our motto “Development Through Quality Training”, means that we choose people

who can uphold our values and provide the quality that we strive to give to our clients.

More good news: our new website is under construction, looking great and will be going live soon! So, keep an eye on our socials for when we’ll be telling you all about our shiny new site.

 

 

💭 Let us know your thoughts on what we've talked about here by leaving a comment and sharing with your network.

If you’d like to discuss any training or consultation needs for your team(s) or organisation, please get in touch.



Zöe Hayes

Administrator, Content Creator and Photographer in Cardiff

1y

So many interesting insights! I tested my 'intelligence' and I'm an Intrapersonal type, but I also resonate with the Musical type - I cannot be in silence, whether I'm working or cooking 🎶 I'm excited to see the finished website!

Like
Reply
Kamla Kaur

Building strong client relationships, ensuring impactful customised training solutions meet client needs

1y

Some great insights!

Like
Reply
Kay McKenzie

Financial Controller at Neoskill Limited

1y

I didn't realise there were so many 'intelligences' - Analytical resonates with me.

To view or add a comment, sign in

More articles by Neoskill Limited

Insights from the community

Others also viewed

Explore topics