We have all heard this warning: ‘You never get a second chance to make a good first impression.' In fact, psychologists caution that we only have from seven to seventeen seconds of interacting with strangers before they form an opinion of us.
With this widely acknowledged pressure to ‘make our case' instantly, here are seven tips for making your first impression strongly positive.
#1: Make the Other Person the Center of Attention
The greatest way to make a positive first impression is to demonstrate immediately that the other person—not you—is the center of action and conversation. Illustrate that the spotlight is on you only, and you'll miss opportunities for friendships, jobs, love relationships, networking, and sales. Show that you are other-centered, and first-time acquaintances will be eager to see you again.
Recently I attended a conference. At lunch, my wife and I sat with several people we didn't know. While most of our tablemates made good impressions, one man emerged as the person we'd be sure to avoid all weekend. He talked about himself non-stop. Only rarely did anyone else get a chance to speak. Unfortunately, he probably thought he was captivating us with his life story.
I applaud this definition of a bore: ‘Somebody who talks about himself so much that you don't get to talk about yourself."
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Author's Bio
Bill Lampton, Ph.D., works with organizations that want to
experience CPR - Cooperation... Productivity. . .Renewal of Mission! Find out how Bill's programs on communication can help all aspects of your business - sales, customer service, productivity....the bottom line.
From Oman, Muscat
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14With this widely acknowledged pressure to ‘make our case' instantly, here are seven tips for making your first impression strongly positive.
#1: Make the Other Person the Center of Attention
The greatest way to make a positive first impression is to demonstrate immediately that the other person—not you—is the center of action and conversation. Illustrate that the spotlight is on you only, and you'll miss opportunities for friendships, jobs, love relationships, networking, and sales. Show that you are other-centered, and first-time acquaintances will be eager to see you again.
Recently I attended a conference. At lunch, my wife and I sat with several people we didn't know. While most of our tablemates made good impressions, one man emerged as the person we'd be sure to avoid all weekend. He talked about himself non-stop. Only rarely did anyone else get a chance to speak. Unfortunately, he probably thought he was captivating us with his life story.
I applaud this definition of a bore: ‘Somebody who talks about himself so much that you don't get to talk about yourself."
<link outdated-removed>
Author's Bio
Bill Lampton, Ph.D., works with organizations that want to
experience CPR - Cooperation... Productivity. . .Renewal of Mission! Find out how Bill's programs on communication can help all aspects of your business - sales, customer service, productivity....the bottom line.
From Oman, Muscat
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Dear Sir,
We have an employee who has been absent for nearly 8 months. During the period of absence, he submitted a medical fitness certificate. Now, he joined last month, and at the time of joining, he submitted his medical fitness certificate.
Now, my questions are:
1) Can we accept his medical fitness certificate and allow him to resume his regular duties?
2) Should we consult with our medical advisor regarding his medical fitness?
3) Can we take any action against him, and if so, what would be appropriate?
Awaiting your reply, please.
Sanjay Patil
From India, Pune
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We have an employee who has been absent for nearly 8 months. During the period of absence, he submitted a medical fitness certificate. Now, he joined last month, and at the time of joining, he submitted his medical fitness certificate.
Now, my questions are:
1) Can we accept his medical fitness certificate and allow him to resume his regular duties?
2) Should we consult with our medical advisor regarding his medical fitness?
3) Can we take any action against him, and if so, what would be appropriate?
Awaiting your reply, please.
Sanjay Patil
From India, Pune
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Dear Mr. Sanjay,
For all your queries, please refer to your company's resignation/termination policy. If his long leave was sanctioned by the competent authority and his termination was not initiated on your end, then he is entitled to resume his duties either upon recovery or before the end of the sanctioned leave period.
You can advise him to undergo a medical checkup at one of our panel hospitals/advisors. If the medical report indicates that he is unfit to work adequately, he can be terminated on grounds of being medically unfit.
Regarding your last query, if his extended leave (without pay) was sanctioned, no action can be taken. However, if it was not approved, then the question arises as to why he was not terminated during his absence of 8 months, which is a considerable amount of time.
Additionally, it would be advisable to seek guidance from your legal advisor.
Best Regards,
Alam Oman
From Oman, Muscat
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For all your queries, please refer to your company's resignation/termination policy. If his long leave was sanctioned by the competent authority and his termination was not initiated on your end, then he is entitled to resume his duties either upon recovery or before the end of the sanctioned leave period.
You can advise him to undergo a medical checkup at one of our panel hospitals/advisors. If the medical report indicates that he is unfit to work adequately, he can be terminated on grounds of being medically unfit.
Regarding your last query, if his extended leave (without pay) was sanctioned, no action can be taken. However, if it was not approved, then the question arises as to why he was not terminated during his absence of 8 months, which is a considerable amount of time.
Additionally, it would be advisable to seek guidance from your legal advisor.
Best Regards,
Alam Oman
From Oman, Muscat
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