Emile Haddad is a Seattle, Washington-based business coach who has sensitivity to differing values within the workplace. For more insights, visit this blog.: http://emilehaddadseattle.blogspot.com/

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Emile Haddad Seattle
WEDNESDAY, DECEMBER 20, 2017
People, Not Machines, Have The Power To Eliminate Workplace
Discrimination
Discrimination in the workplace has been a perennial issue that besets human
resources departments of companies. Addressing the misdemeanor, known to be
practiced even at the highest rung in an organization, has been a struggle, usually
executed through issuances of stringent parameters, conduct of series of
conscientization seminars, sanctions, and punitive measures.
However, total elimination of workplace bias, several industrial psychologists claim, is
a very difficult feat in consideration of peoples’s subtle cultural nuances ingrained by
geographical and demographical differences, accounting to the so-called unconscious
bias. This being the case, there have been attempts to utilize artificial intelligence
(AI) for the daunting task.
Image source: infoprolearning.com
Technology pundits, echoed by social media, hail AI to smother unconscious bias at
workplaces. Through machine programming, AI can be put into action by expertly
designed platforms or apps that could diagnose potential discriminatory deeds or
situations in every aspect of official functions. As automated contraptions are bereft
of human frailties arising from the cultural context of upbringing, AI will not only
liberate management from anxieties of potential lawsuits but is expected to give way
to a more balanced gender and demographic patterns in organizations.
However, this seems not to be the entire case. A machine learning startup, an
initiative by Asia-based Youth Laboratories, turned up a disconcerting result in its
photograph evaluation of attractiveness of more than 7,000 candidates. A big
percentage of the 44 winners were white, only a handful were Asians, while only one
was dark-skinned. Another corroborating experiment to this was the Twitter bot
Microsoft’s Chabot- Tay from which offensive, racist, anti-feminist and anti-Semitic
tweets cascaded shortly after its launch.
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Labels: artificial intelligence, workplace bias
Image source: cloudinary.com
Algorithms that are fed into machines are developed by human minds which can’t be
totally bereft of biases. AI can only function satisfactorily dependent on the data
being fed to it. In other words, elimination of biases is still largely the turf of people’s
intervention.
Seattle-based business coach Emile Haddad’s edgy approach to business consulting
has led to the formation of entrepreneurial strategies that explore the mental and
emotional condition of workers. These tactics include the extreme discouragement of
cultural biases within the workplace. For links to similar articles, visit this page.
WEDNESDAY, NOVEMBER 22, 2017
Need For Speed? Learning And Leadership Grapple With Big
Workplace Changes
Some articles are making the case for expedited learning, especially as workplace
cultures evolve. The learning experience is largely served by technology. The influence
of digital resources, as evidenced by actual use, can no longer be discounted as a
valuable learning tool.
Image source:Virgin.com
They also pose a problem. There is constant worry that the speed of information
production far outpaces the speed of learning. Consequently, new training methods are
focusing on improving learning skills to favor speed.
Quick studies are some of the most prized candidates in starting and mid-level positions
nowadays. But it’s not just the non-executives who are welcoming a revolving door of
innovations both in corporate culture and operations. CEOs, business consultants, real
estate developers, and ultimately, the fearless investors lose sleep over the overnight
sensations. New workplace philosophies. The next big technology to bank on. The next
investor who knows and sees the light. The next fund source.
The so-called “speed of search” almost guarantees that the largely millennial workforce
will adjust to the pace accordingly. More sober trainers and teachers, on the other hand,
maintain a healthy skepticism and will not budge from the idea of learning as a process.
As implied, a process takes time and patience. And it plays out in environments where
adaptation is necessary. Adaptation, meanwhile, takes time to prove itself.

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Posted by Emile Haddad Seattle at 4:22 AM No comments:
Labels: adaptation, corporate culture, speed of learning, speed of search learning, workplace
changes
So, there are probably two sides to the need for speed. On the one hand, companies
have to absorb innovations favorable to their operations. Leadership will have to deploy
appropriate manpower for this. Organic employees, on the other hand, will be forced to
vary either their skills or knack for improvisation.
Emile Haddad is a Seattle, Washington-based business coach who has taught many
employees about the different skills they need to achieve professional success. These
skills include handling information wisely, managing emotions sensibly, and making
decisions rationally. For similar articles, read this blog.
Image source:information-age.com
WEDNESDAY, AUGUST 30, 2017
The hand of innovation in a company’s long-term success
In business, being innovative is a survival skill. Companies that have made it a century
after its founding know the importance of adapting to the times and new technology.
With increasing globalization, competition is also increasing. To be ahead or even level
with competition, a company must have innovative plans that would later on translate to
innovative products and services. These products and services must prove relevant and
useful, easy to replicate, and less expensive in production. Providing something
authentic encourages productivity and efficiency. The drive toward having a significant
contribution to society should fuel innovation.
Social media is a form of technological innovation that companies have dived into since
its advent. This plays a major role in the communication between businesses and
Image source: nesta.org.uk

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Posted by Emile Haddad Seattle at 4:13 AM 1 comment:
Labels: business growth, Innovation, leadership
consumers, and is a great avenue for companies to know what their consumers are
looking for. With the ever increasing expectations of customers, companies must be
ready to come up with products that are new, useful, and creative, to keep their
customers wanting for more. They won’t accept mediocre and obsolete products and
services.
Diversity also has its hand in a company’s growth. As leaders come from different walks
of life, they lead with different perspectives, which is great for a business to continue to
thrive. Having a diverse leadership provides more channels for innovation, as their
outlooks aren’t the same, yet they lead with one vision in mind.
Emile Haddad is a Seattle, Washington-based business coach who has sensitivity to
differing values within the workplace that has enabled him to develop business
management models that promote top-notch professionalism and excellence. For more
insights, visit this blog.
Image source: eir.co.uk
TUESDAY, AUGUST 29, 2017
How Micromanagement Hinders Employee Growth
Trust in the workplace is crucial to the success of everyone. When working with teams
or an individual, allowing them to thrive and use all their capabilities can yield
impressive results. There might be setbacks in the process, but it will boost their morale
and encourage them to continue doing their best.
Unfortunately, micromanagers exist. Even after delegating tasks to members, a
micromanaging superior can end up obsessing over the details that another person is
responsible for. This creates a frustrating and tension-filled atmosphere in the office.
Instead of enabling others to succeed at a task, constantly checking in and interfering
with what they do can lower their self-esteem.
Image source: Business2community.com
Micromanagers claim that they interfere because they don’t want their co-workers to
fail. Checking in with them from time-to-time is necessary, but taking over their tasks
while making them feel that they are incompetent might be a reflection of a leader’s own
ineffectiveness. In reality, micromanagers end up losing time to do their own tasks
because they are so engrossed in the progress of another person.

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Posted by Emile Haddad Seattle at 2:44 AM 3 comments:
Labels: employee growth, employees, micromanagement, micromanaging
Image source: Entrepreneur.com
In order to have healthy dynamics in the workplace, leaders must believe that their team
members are capable of carrying out the tasks. If some members are falling behind,
they can offer help with the mindset of guiding them toward improvement. To boost
employees’ accountability, leaders should allow members to carry out their tasks with
minimal supervision, making them own up to the job. In the end, having a workplace
where people know their place becomes more efficient. When a leader stops being a
micromanager, the members will accomplish more than what is expected of them.
Emile Haddad is a Seattle-based business consultant who teaches entrepreneurs about
the importance of respect in the workplace. Once respect is present in the office,
employees will learn to follow their superiors not because they are told to, but because
they want to. To read more articles on leadership and management, subscribe to this
blog.
TUESDAY, JUNE 13, 2017
Must-Have Qualities Of An Effective Business Coach
A lot of people are now seeing the advantage of engaging a business coach.
After all, a genuine coach is a mentor invested in their mentee’s success and
actions. The least we can do is reciprocate by investing in ourselves as well,
even if the advice takes us out of our comfort zones. Of course, we cannot
follow blindly. Here then are some essential qualities to look for in a business
coach.
He or she must have extensive experience in a single business
It’s crucial that we check how invested our would-be coach is in our specific
industry. Don’t settle for those who moonlight in various sectors but have no
good track record. One with time-tested, sustained focus on your particular
business is the best candidate, as this coach would have experienced the
ups and downs of the market, and is therefore ready to advise properly on
various issues and scenarios.
Image source: thebalance.com
They have the backing and approval of previous clients
Nothing beats actual testimonials. Look at the resume of candidate coaches
and check closely what those he or she has worked with in the past are
saying, and where they stand in their businesses at present. The coach must

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Posted by Emile Haddad Seattle at 6:46 AM No comments:
Labels: business, business advice, business coaching
be able to provide these recommendations. If not, it would do you well to
look elsewhere.
The coach must offer a tangible formula for success
The coach should present a sensible working strategy to guarantee that your
business will flourish. It may not be completely practical in the beginning,
but let him or her present the plan before deciding. Here’s a pro tip: the
most effective coach is the one who has already been where you want to go,
and has reached what you hope to reach.
Image source: huffingtonpost.com
Emile Haddad is a business consultant based in Seattle, Washington. He
pursues a culture of excellence in the workplace by inspiring workers to
perform their job harmoniously with others. For more on his work and
advocacies, follow this Facebook page.
MONDAY, APRIL 10, 2017
An Introvert’s Guide To Office Presentations
Presenting a report in front of co-workers can be daunting for introverts. Articulating
ideas and giving suggestions can be scary that one ends up failing to get the point
across. Here's what introverts can do to speak in front of superiors and co-workers
confidently:
Anticipate events
Thinking ahead can make a person feel less nervous before the actual moment.
However, one must be careful to have a healthy outlook on what might happen. Being
negative can make things more frustrating, but it would be alright to consider all the
others who might come to listen.
Prepare an outline or a script
Image source: Dailymail.co.uk

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Posted by Emile Haddad Seattle at 3:13 AM 1 comment:
Labels: corporate work, introverts, meetings, office presentations, presentations
An outline is a must-have so that the presenter won't miss out on important points even
when nervousness or distraction gets the best of him. Some even go as far as having a
script prepared so that dead air and awkward answers are prevented. For some, writing
down potential questions that might be raised during the meeting is also useful.
Whichever option, having a cheat sheet prepared can help a shy person go through the
session smoothly.
Study the presentation
This step is important to prevent a person from fumbling through slides and transitions
that could ruin a person's confidence during the actual presentation. Mastering the
content one will present is essential so that the speaker can stand confidently and go
through the motions as planned.
Standing in front of many people can be a nerve-wracking task even for non-introverts.
Feeling nervous is completely normal. Presentations are also an indispensable part of
corporate work, and one has to learn how to overcome the fear to deliver an exceptional
performance.
Emile Haddad is one of Seattle’s most trusted business coaches. As a principal
consultant at Catalyst Business Coaching and Consulting, LLC, he provides clients with
the proper knowledge and skills they need to achieve their dreams of entrepreneurial
success. For more on leadership and management, follow this Twitter page.
Image source: Thesaleshunter.com
WEDNESDAY, MARCH 15, 2017
Three Strategies To Improve Innovation Among Employees
There is growing hesitation with using the word innovation in the workplace today.
Executives have become cautious that a radical turn of the word would shift the way the
business is run. Certainly there is some reason for the fear, yet, according to business
consultants, this fear can be eliminated through certain strategies, three of which are
described below:
Establish ranks: One great way to encourage innovation is to highlight and rank values
the company considers important. Scores of business studies made in the last few
Image Source: fortune.com

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Labels: creativity and leadership, creativity in the workplace, innovation and the workplace
years have concluded that when employees are not sure of their company’s priorities,
their performances suffer. Analysts make parallels to children taking after their parents:
employees reflect the goals of the company. Executives can also reinforce non-
conformity by asking new employees to question them (politely) on both long- and
short-term goals.
Gather information: It is untrue that everyone in the organization has access to the
same information. This involves security considerations. But there are also
compromises that can be made -- particularly when it comes to brainstorming. Leaders
should assess how much and which information to give to their team of innovators.
Recognize the creatives: This is not the same as choosing favorites. However,
executives should recognize who among their employees are innovators and have a
creative personality. These people’s "votes" should count for more when original
concepts. Studies have shown that innovators who are given the opportunity to provide
candid, unbiased feedback are more encouraged to entertain unconventional ideas.
Leading a culture of innovation is not a simple task: It does require the leader to be
constantly diligent. That being said, business coaches still encourage the practice as it
helps pull the company to greater heights.
Emile Haddad breaks convention and is an innovative business leader and coach.
Learn more business and leadership insights when you like this Facebook page.
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