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	<title>The Care Guys &#187; self-awareness</title>
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	<description>Sharing Experiences on Caring Leadership</description>
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		<title>Soft Values Drive Hard Results</title>
		<link>http://www.thecareguys.com/2010/10/14/soft-values-drive-hard-results/</link>
		<comments>http://www.thecareguys.com/2010/10/14/soft-values-drive-hard-results/#comments</comments>
		<pubDate>Thu, 14 Oct 2010 00:37:10 +0000</pubDate>
		<dc:creator>Heinz Landau</dc:creator>
				<category><![CDATA[Human Resources]]></category>
		<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Management]]></category>
		<category><![CDATA[behavioural pattern]]></category>
		<category><![CDATA[company culture]]></category>
		<category><![CDATA[cultural misfit]]></category>
		<category><![CDATA[dignity]]></category>
		<category><![CDATA[emotional intelligence]]></category>
		<category><![CDATA[emotional quotient]]></category>
		<category><![CDATA[empathy]]></category>
		<category><![CDATA[employee]]></category>
		<category><![CDATA[eq]]></category>
		<category><![CDATA[growth]]></category>
		<category><![CDATA[happiness]]></category>
		<category><![CDATA[hard results]]></category>
		<category><![CDATA[humanity]]></category>
		<category><![CDATA[interpersonal skills]]></category>
		<category><![CDATA[interpersonal strength]]></category>
		<category><![CDATA[leader]]></category>
		<category><![CDATA[people manager]]></category>
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		<category><![CDATA[personality test]]></category>
		<category><![CDATA[recruitment process]]></category>
		<category><![CDATA[respect]]></category>
		<category><![CDATA[self-aware]]></category>
		<category><![CDATA[self-aware leader]]></category>
		<category><![CDATA[self-awareness]]></category>
		<category><![CDATA[Soft skills]]></category>
		<category><![CDATA[soft values]]></category>
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		<guid isPermaLink="false">http://www.thecareguys.com/?p=1245</guid>
		<description><![CDATA[Leaders who possess strong soft skills perform better at driving hard results while executives with weak interpersonal skills were rated poorly on their ability to deliver good financial results, especially over time, and received predictably poor ratings as people managers. These are key findings from a study by U.S. organizational consulting firm Green Peak Partners [...]]]></description>
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		<title>How to Care after Downsizing II</title>
		<link>http://www.thecareguys.com/2009/12/11/how-to-care-after-downsizing-ii/</link>
		<comments>http://www.thecareguys.com/2009/12/11/how-to-care-after-downsizing-ii/#comments</comments>
		<pubDate>Fri, 11 Dec 2009 18:46:11 +0000</pubDate>
		<dc:creator>Stephan Polomski</dc:creator>
				<category><![CDATA[Human Resources]]></category>
		<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Management]]></category>
		<category><![CDATA[care for employees]]></category>
		<category><![CDATA[caring leadership]]></category>
		<category><![CDATA[Change Management]]></category>
		<category><![CDATA[comfort zone]]></category>
		<category><![CDATA[Corporate Culture]]></category>
		<category><![CDATA[creativity]]></category>
		<category><![CDATA[downsizing]]></category>
		<category><![CDATA[empathy]]></category>
		<category><![CDATA[employee needs]]></category>
		<category><![CDATA[Employer Branding]]></category>
		<category><![CDATA[empowerment]]></category>
		<category><![CDATA[freedom]]></category>
		<category><![CDATA[innovation]]></category>
		<category><![CDATA[leaders]]></category>
		<category><![CDATA[loyalty]]></category>
		<category><![CDATA[managers]]></category>
		<category><![CDATA[motivation]]></category>
		<category><![CDATA[potential]]></category>
		<category><![CDATA[productivity]]></category>
		<category><![CDATA[self-awareness]]></category>
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		<category><![CDATA[self-responsiblity]]></category>

		<guid isPermaLink="false">http://www.thecareguys.com/?p=419</guid>
		<description><![CDATA[Two weeks ago, I said in part one of this blog, before establishing a new balance within a downsized organization or healing it a change of attitude of both, managers and employees, is necessary. This attitude should welcome a structural framework shaped by ambiguity and temporariness.
How to achieve a change in attitude?
We have to convey [...]]]></description>
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