Archive for the ‘Coaching Training’ Category

A Quick Fix - Part Four

As is shown in parts 1, 2, & 3 our thoughts are really powerful. We are in total control, if we ensure that what we think is positive, only positive things will happen. When I first experimented with this theory, I was shocked at the amount of things that happened, that were beyond the odds of chance. Little things that I used to call a coincidence, I now realised were being manifested by my thoughts. People that I had to contact, miraculously, out of the blue, called me, everything seemed to align itself into an easy effortless ride.

It was because these seemingly unconnected things kept happening, I decided to test the theory even further. I knew I felt better, through giving thanks and gratitude on a daily basis and I felt sure, that bigger things should be possible to manifest. I wrote out a list of things that I wanted to achieve, including some quite high ticket items. When I did my daily gratitude list, I also said thank you, for the things I felt sure were coming my way. I imagined my life with these things already there, I was not sure at this time, as to how these things were going to be paid for, but I just had this feeling that what ever the power was, it would organise everything.

During the next few months things were very up and down, and I noticed that when things were down, if I allowed myself to be negative, they seemed to get worse. When I was in a negative frame of mind , I conciously put out positive thoughts with my preferred outcome. Slowly things seemed to come back into line. It became obvious that the more positive and happy I was, the better things went. It may sound crazy, but I knew that the more positive I was, the more likely it was that my wish list would become reality. Over a period of approximately 2 years things just went amazingly well, I created a decent sized property portfolio, I bought the car I had only joked about owning, my business thrived, I put it under management and it seemed that nothing could stop me.

All the vast array of things I had read, and the different slants that people had put on the same message, came together in my own unique formula. I started to share my experiences with others and in most cases people found that their lives felt better. The hardest thing for people to grasp, was the fact that you had to believe, that the things you wanted would eventually come to you. Over many years I have lived by these new rules and I can only say, I wish I had discovered them earlier in my life.\r I do not know what this power is, I only know that we should all search for it, and when we find it, we should make it our best friend.

Croz is a personal mentor and motivational speaker. His specialist subject is stress. He has formulated a DE-STRESS Programme that is available on the internet. for more info on Croz http://www.croz.com.au.

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Corporate Coaching and Employees: One Step Ahead

\”Dont shoot… Were on the same side.\”

Contrary to popular belief, a corporate coaching session with your employees is not the beginning of the change process. Our studies and consulting indicate that, 90% of the time, employees already have a clue that a problem or challenge is on the horizon. Furthermore, some employees have already resolved to take action and correct an existing problem or prevent or minimize impending problems. This start of pre-existing readiness is called the employees own force (self-motivation) for change. In corporate coaching, the trick for the manager is not to let employees feel too threatened, exposed, or vulnerable when they sit down with you. If employees believe that they wont be tortured or tormented, they will begin to relax and share data and impressions. Employees will naturally feel some initial anxiety and be a bit defensive, even when they are in safe hands. The manager can achieve a lot of success if he/she can tap into, heighten, and acknowledge the employees own force or self-recognition of the situation.

Some leaders believe that the coaching session will help the employee who has perceptual blind spots by establishing the fact that a problem exists. However, the real challenge is to eliminate blind spots regarding the problems impact and consequences of future action.

A common omission of leaders, while conducting a coaching discussion, is acknowledging and giving employees credit for their awareness of the problem or concern, voluntary cooperation, and self recognition of the needed change. After gathering research data on the corporate coaching from both leaders and employees, we saw a fascinating pattern emerge. Leaders typically attributed their past coaching success to their own skillful orchestration of the coaching discussion. Employees, on the other hand, frequently attributed coaching success to their self-motivated effort to respond to change. Failure to understand that both the leader and employee play key parts in the corporate coaching process can lead to serious complications.

Employees generally dont transmit graphic or extravagant verbal or nonverbal signs that they are attuned to the leaders line of thought and recognize that change is needed. It is as though the employee doesnt want to let on that the manager has a very good point which deserves serious consideration. That manager needs to be very alert and prepared to recognize and acknowledge a subtle yet positive shift of direction or recognition from the employee. The ability to put this into words is critical. For instance, if the employee says, I guess I would be willing to give that a try, the leader could either assume that the employee is still not fully committed or that this represents some positive movement and respond by saying. Im glad you are willing to try. It is important to be sure that you want to go ahead with this plan.

The objective of this procedure is to support the employees internal willingness or motivation to act constructively in the future. If the supervisor can recognize and reinforce the employees own force, then the ease and speed of the change will increase.

Employees value expression of appreciation in exchange for their support. If the leader doesnt acknowledge the employees own force and treats the employee as though there were none, the employee may interpret the leaders actions as unnecessarily punitive or a put-down. This may result from the leader overworking the issue or covering old ground from the employees point of view. The leader simply needs to make sure that the employees awareness is accurate and that the level of readiness is high enough and then guide the employee into an action plan.

The goal in all of this is to let employees feel like a part of the team, to recognize that employees have accurately detected the same concern or issue as the leader, and then to move the coaching process into the action plan. The bottom line is this: be prepared to give employees some credit. Look for the subtle signs that they are beginning to respond, and express your appreciation for their support and cooperation.

CMOE has been helping Pfizer, LG, FedEx, Boeing and many other multinational organizations develop their leaders around the world over the past 27 years. To learn more about corporate coaching or other programs we have to offer, contact a Regional Manager at (888)262-2499.

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Key Questions for a Coaching Conversation

There are 2 key skills that coaches need to be truly effective, the ability to listen (often for what is missing rather than what is said) and the ability to ask the right question at the right time.

Now in reality there are no right questions, there are however some very good, and fairly generic questions that when asked which can make a significant difference to the way in which a coaching interaction progresses.

Q1. What would be better than X?\r Often a coaching conversation will focus on a particular clients problem where they will focus on something that they want to change in their current situation and the client may spend a great deal of time discussing how terrible the world is for this injustice etc. One of the key tasks of a coach is to help a client identify opportunities that they wouldnt necessarily see themselves. The What would be better than X? question pulls the client out of a reflective mode into a more solution oriented position. There is one thing to be aware of with this and that is a response from the client along the lines For X not to happen, this is avoidance rather than a solution and you can follow up with What would be better than the absence of X? You can keep asking this question over and over until you have a range of possibilities from good to great.

Q2. What can YOU do to get this to happen?\r Coaching is about getting the client to take ownership and for them to do things themselves. Coaching isnt about helping it is about supporting and guiding and it is all too easy (especially for managers who are coaching) to take on the problems of the client as theirs to solve. To be an effective coach the client has to come to the solution on their own and has to take ownership of what they want. The What can YOU do to get this to happen? pushes the coaching client to think about their interactions and how they are the responsible party. Remember you are there to expand the choices available so as a coach you need to ensure that the individual avoids the not my fault trap. Ownership is key here.

Q3. If you did/got Y how would this impact A, B and C?\r Sometimes a solution will present itself and the client will latch on to a solution without thinking it through, and it is unlikely that their circumstances will be the same as yours so you will not have the answers to this question and dont assume that the client will have thought of any of the wider ramifications of their solution. The A, B and C can be anything examples include Family, Finances, Career Progression, Lifestyle, Colleagues, Employer etc. This is an ecology check question and it is important for the client to understand that any decision they make on any subject will impact many people.

Q4. What would you lose by doing/getting Y?\r There will be some form of loss with any decision and recognising it that is an important step in the decision making process. Often it is the fear of loss (rather than the loss itself) that holds us locked in position when in reality we can usually overcome most things in life if we know about them in advance and more importantly put them into perspective. Dont be fobbed off with a nothing answer, this just shows that the client isnt thinking things through and needs more prodding. If you get stuck here you can offer a few examples, but do so as a last resort as the client will likely jump on one of your suggestions without thinking about their own situation.

Q5. When will you do this?\r Perhaps the most important question and listen carefully for the answer, especially for the silent but. Often a client will seem enthusiastic in the coaching session and the moment they are back into the real world their resolve falters and they go back to the same old patterns of behaviour. If a client appears enthusiastic and they want to take rapid action then great, excellent progress at which point you schedule a follow up call for sometime within the next week to see how they got onit creates momentum.

Remember these are just guidance questions and will need to be tailored for each coaching interaction but when used they can make a significant difference in moving a coaching client towards their outcomes.

To be effective as a coach questioning is just part of the equation and listening, really listening to the answers is actually more important not only for what information is contained within the answers but also for the bits left out.

Use these questions in your next coaching interaction and just notice what changes, you wont be disappointed.

More information regarding Organisational Change, Coaching and Performance Development can be found at http://www.achievinggreatness.co.uk

2005 Achieving Greatness Ltd. All rights reserved.

—-

PERMISSION TO REPUBLISH: This article may be republished provided attribution is provided to the author, and it appears with the included copyright, resource box and live web site link.

L Stuart Avery is the Managing Director of Achieving Greatness Ltd, an organisation dedicated to raising awareness around personal and management behaviours. Achieving Greatness specialises in offering advice and support to organisations going through change intitiatives and looking to enhance the performance of their staff. It provides training courses, facilitiation services and coaching to business leaders on Leadership, Management and Strategy.

Stuart has over 20 years of experience across a wide range of industries including Government, Charities, Retail, Travel, Insurance, IT Services and Logistics.

For more information visit http://www.achievinggreatness.co.uk

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Coaching the ADHD Brain

The pill and then the skill. If you are serious about changing your life, medication alone may not be sufficient. Why? If you are an adult who has grown up with an under functioning brain you probably have a distorted negative perception of yourself and the world. With your newly tuned brain you need to learn new beliefs and habits. Coaching will guide you through this apprenticeship.

People with ADHD want to change because they are desperate to escape the chaos which dominates their lives. They often have a poor idea of how the world works and where they fit in. Medication helps the brain function better, but the belief systems are acquired early in life and if they are based on a faulty attention system they may be skewed.

The powerful effect of coaching comes from the safe friendly environment and the questions your coach asks. Questions are the keys your coach offers you to unlock your hidden resources. They lead you to think about alternatives, to explore new vistas and to choose the direction which best suits you. Making choices leads to ownership instead of victimization. The result is a new awareness of self. Your coach is a cheer leader who expects you to succeed. She is a mirror which reflects your strengths.

Coaching starts with an inventory of where the client is now and where he wants to go: his values, vision, and goals and the skills he has to manage life: organizing, planning, prioritizing and time management. He will choose two or three areas that he wants to focus on in coaching. In following sessions, held once a week by telephone, your coach hears your weekly success report, helps you explore problems that have arisen and asks you to choose and commit to your next steps for the coming week.

A successful coaching relationship requires honesty and a willingness to change. You will do the work of creating new habits. It is important that this is important for you and not your spouse, parent or employer. Your coach will ask your permission to be honest with you. It may be hard, but important for you to learn how others see you

Sarah Jane Keyser worked for many years with computers as programmer, analyst, and user trainer, but her struggle with inattentive ADD kept getting in the way of her plans and dreams. Once ADD was identified and the great need that coaching filled, she added ADD Coach training (ADDCoach Academy) to complete her preparation for a new career as ADD Coach.

For a free coaching session, contact me at skeyser@bluewin.ch\r Learn more about ADHD at http://www.CoachingKeytoADD.com or \r sign up for Zebra Stripes, a free E-zine for ADHD at http://www.coachingkeytoadd.com/newsletter/newsarchive.html

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Permission To Have FUN

Have you been working long hours?
\r Have you been managing 10 (or more) tasks at once?
\r Are you combining several different personal and professional roles?

99% of my clients are experts at managing lifestyles similar to those above and this issue is dedicated to all of you.

Your reward for managing your lives so well is permission to have some FUN.

Did you know that children laugh an average 400 times each day but by 35 years old this has reduced to only 15 times per day. When you are having FUN your body is calm and stress-free, you experience an increase in oxygen, endorphins and blood flow to the brain. In this HAPPY state you are able to think more clearly and productively, you remain alert and are keen to experience more of the same. Having FUN induces a state of pure energy and reflects the real joy of living, and being in the moment. Stress melts away and our physical ailments bother us less What have you done that is fun today?

Having fun is contagious. If you are having fun, people want to join in - you become interesting and attractive. If you enjoy your job and have fun at work it is reflected in everything that you do. Your presentations become more dynamic and people are more likely to take notice of what you say. Often creativity improves and projects can seem easier to manage and complete.

Setting new goals and challenges can be a FUN activity. Blue-sky thinking can be exhilarating as there are no limitations to how incredible we would like our lives to be. Imagine if money, time, location was not a problem how different could you life be. Imagine if the word cant really did not exist what would you be doing differently?

One of my personal values is to incorporate FUN into my life wherever possible. However, before coaching, one of my limiting beliefs was that I need to have permission to have FUN, that it had to be earned or set aside for another day once I had completed my mundane tasks. After coaching, I realised that by injecting FUN into those same tasks then they took on a new personality they started to be enjoyable. The changes do not have to be earth shattering, it can be as simple as hovering to your favourite song; listening to an audio book while filing, or composing a poem while jogging.

When the activity incorporates FUN, it stops being routine and mundane; instead it becomes something to look forward to. Onerous tasks that require concentrated effort without interruption can come with a FUN reward on completion just make sure that the reward is tantalising enough to keep you going at even the darkest point in the project. This can work equally well for a tem as an individual and can be a great motivator especially if the team decides the reward themselves.

Suggestion for this week:
\r What can you do to make your life more fun?

Rachel Saint
\r A troubleshooter for your life
\r Telephone: 44 (0) 1843 841582
\r http://www.worklifebalanceenterprise.co.uk
\r http://www.busymummy.co.uk
\r Sign up for my newsletter at rhscoaching@yahoo.co.uk

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What Does it Take to Experience Transformation

What does it take to experience transformation\r in the domains of our lives where we have never experienced mastery?

As we look forward to our future, it can also be rewarding to review how far weve come and what weve learned. I have had the privilege of coaching some amazing men and women in what I believe is the formula for experiencing transformation in the areas of life where they have not experienced mastery, and would love to share some of my observations with you. Please bear in mind that I do not present the following as truth, but purely as my own opinion, based on my own experience and that of my clients.

I never stop hearing clients say: Sally, I want to change. My response is usually, I get that you\r want to change, but are you prepared to do what it takes to be committed to changing?\r There is a huge difference between the two. Understanding the difference is fundamental to the\r LIVE NOW Philosophy. Much of what I will speak about here relates to this philosophy.

I think of wanting as shape shifting, where humans live in a state of past and future\r projections, to which they add meaning, and continue to live a life of doing where they are\r often struggling, overwhelmed, frustrated and angry. I see commitment, however, as a\r powerful state of transformation, where a person exists in a state of being, attracting\r synchronistic opportunities and living a life of integrity a life of ease and flow.

In my opinion, people generally do not experience sustainable change in many areas of their lives\r because they do not realize that they get a lot out of keeping things in these areas exactly as\r they are. I believe that every human being has a default identity, which feeds their internal inner\r critic dialogue and keeps the person in the vicious cycle of not producing the results they want\r in their lives. Before transformation can occur in any area of life, that identity must be\r challenged. Usually people are not aware that they have a default identity, so before a client can\r transcend it, the coach must first presence the individual to its existence.

Clients will often say to me things like:\r  I do not set goals because I dont want the definition of goals to constrain me.\r  I have done goal setting before, and it doesnt work.\r  I have read the books, done the courses, and invested A LOT of money into my own\r transformation, but I struggle with sustaining change. I get the shot of euphoria at a course or\r from reading a book, but then I go back out into my life and the same old things still happen.

I think that beliefs and values are adopted in childhood; they then form our behavior, which\r forms the structures, which form the culture, which then forms the results. Most people try to\r incorporate change from the outer two layers of culture-results. For example, they might say, I\r wish to lose weight, and then expect the results to show up; or I wish to dictate the cultural\r change within this organization, and then expect the culture to change overnight. Then the\r individual and the organization are left wondering why the experience is not sustainable. If you\r want to achieve any level of sustainable change, you need to go much deeper you need to\r unearth the negative beliefs and values that were adopted in childhood and held in the subconscious, and re-train or re-program them into more positive, empowering beliefs.

Do you know that whenever you are triggered, it is never the current circumstances that are\r triggering you? It is always something unhealed from your childhood. When I meet a client\r aged 30, 40 or 50, they come to me with 25, 35 or 45 years of preconditioning in their default\r behavior. To sustainably circumvent decades of default behavior takes something! I believe\r that the default behavior is adopted at around 3-5 years of age. Children are present, they\r implicitly trust, and they do not have safety issues - these are learnt. They innately trust the\r unknown. From the minute a child interacts with others, walks and talks, he or she begins to\r adopt beliefs and values from parents, siblings, teachers, and his or her environment, and as a\r result the lid goes down on the childs potential.

Therefore, when clients present themselves to me, they come with what they know. They live\r in a world - or box, as I call it - inside which they believe that they are safe and in control. The\r irony is that the box of what they know confines them, for they do not trust the unknown.\r When they step outside their box, they confront beliefs and behaviors that have kept them\r constrained for years, and two fundamental things occur: they experience fear, and their inner\r critic dialogue becomes a lot more vocal. If insufficient work has been done on their default\r behavior, they will go back inside the box of what they know where any change they have\r made is not sustainable. To achieve any level of sustainability, they must learn to master their\r fear, master their inner critic, and trust the unknown.

Most coaches say that coaching is about the present and the future. I have an issue with this.\r I think that we are self-fulfilling prophecies if we do not heal our past preconditioning. Coaches\r also tend to view any past-based interaction with a client as counselling or psychotherapy, and\r outside the realm of coaching. I disagree. I am not interested in delving into the past for the\r sake of dragging up old wounds. I am, however, very interested in helping people regain their\r power, and to do this I need to show them that their past is forever in their future and they are\r not even aware of it half the time. We read time and again that what we think creates our\r reality, yet we are not taught to be vigilant with our thought structures.

I believe that moment by moment by moment, we are either in our default or in our power.\r How do you live in your power all the time? You have to begin by believing that it is possible,\r and then you need to learn certain tools to help you maintain any change you make. Here are\r some of the sustainable tools I teach clients in my own coaching programmes:

1. How to master your inner critic dialogue;
\r 2. How to be a 10 every day and sustain that state;
\r 3. How to de-trigger within a mili-second regardless of what comes at you (rather than live\r in a triggered state for an hour, a day, a week, a month etc);
\r 4. How to live in the zone and be the conduit for attracting synchronistic opportunities to\r come to you;
\r 5. How to stop doing life - experiencing struggle, overwhelm, anxiety, frustration, anger -\r and start living a life of being which results in an experience of living in flow, with ease, no\r longer striving to accomplish goals but attracting and manifesting goals as a function of\r who you are being;
\r 6. How to end the lifetime of sabotage and learn experiential compassion for yourself\r and the list goes on.
\r Experiencing any of the above is like walking on water!

I disagree with those who believe that happiness lies in the fulfilment of goals. I have clients who\r pretty much have it all, but are not happy. I also have many clients who want what those clients\r have, thinking that when they get there (wherever that is) they will be happy. I see so many\r people striving for a future that is no more than an illusion, not realizing that happiness is a\r choice only accessible in the present but thats another paper in itself!

This is not to say that I discredit the power of obtaining goals. Be very clear to the universe\r about what you want, just do not be attached to how it shows up! Rather than striving for goals\r in the world of doing, we can all arrive into the state of being and attract what we want as a\r function of who we are being. Do you realize that on any given day, from the minute you are\r awake, your thoughts are primarily past- or future-based and you are hardly ever present? I\r believe that the magic we all seek lies in the unknown, and the ability to access the unknown can\r only exist in the present moment. Oh, but to be present, one would have to FEEL again

Buggar that! Lets go back into the mind chatter of past and future thought structures.\r Your life will be transformed when you live in the reality of the present. The past is no more\r than a thought, and exists nowhere other than in a thought, so why do we keep feeding it? The\r future is an illusion, and can only be a function of what we think in the now moment. When\r you collapse your past and future thought structures and train yourself to live in the present\r moment, you will no longer be living in a world of thought and illusion, but in the reality of the\r present moment. Your life will be excitingly unrecognizable!

For this, you need to come back to want versus commitment. It really takes something to be\r committed - and it is something you choose moment by moment based in what it is you say you\r are committed to. With commitment comes responsibility and integrity, and I believe that to\r experience true freedom you must transform your relationship to these three things:

 Commitment
\r  Responsibility
\r  Integrity.

Sadly, most people have no freedom with commitment, and even view it as a prison sentence.\r Most peoples relationship with responsibility is heavily weighted from the past, so they have no\r freedom in the now moment. And most peoples relationship to integrity is that they do their\r version of it when it suits. To experience trust in the freedom to be, you must learn to\r transcend the past and transform your relationship to these three areas.

In one of my seminars recently, someone said, Sally, I got something the other day. What was\r that? I asked. She said: I now realize that when you are committed you do not always enjoy\r what you are doing! Brilliant! I said, and gave an example: I am currently training for a body\r sculpting competition, and am often asked why I am doing this. I always reply that it trains me\r to live at a high degree of integrity, and fundamentally my reason for doing it has little to do with\r the competition itself. Do you think that I enjoy going to the gym at 5.30 most mornings to do\r one or two hours training every day? Not particularly, but I do it because that is what I am\r committed to, and it enables me to live in integrity with my word, thereby producing the results.

In my coaching practice, I have seen that many people do not act every day in alignment with\r what they say they are committed to. Why not? When they are confronted, fearful or anxious,\r they allow themselves to live life as a consequence of these feelings - and these are default oriented feelings that keep people in the vicious cycle of not producing the results they want in\r their lives. This is why I stand for people to not make whatever they feel at the default level of\r thinking mean anything, and just stay on the court by saying to themselves:

I am fearful. OK, fear is present - so what! Dont make it mean anything EMBRACE THE\r FEELING and take the action anyway.

Fear is only a thought and has no power unless you feed it. If you feed it, you will always be\r stopped from having what you really want by a past- or future-based thought structure. You\r will either have dragged something in from the past, or gone off into the future and created a\r world that doesnt even exist. Fundamentally, fear is a function of not being present. If\r you can learn to transcend/embrace your fear, you are well on the way to achieving what you\r want in your life. Remember, what you resist, persists. The answer lies in the ability to BE\r WITH what you feel without adding the meaning!

Sally Anderson is New Zealands first Legacy Coach for Legacy Leadership. As an Executive Coach, Sally facilitates sustainable transformation in individuals, which is frequently lacking in the corporate world. To find out more about Sallys coaching and development work, visit http://www.sallyanderson.co.nz.

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Do You Need a Performance Coach?

In todays fast paced world, we are often confronted with the issue, I want to get in shape, but I just dont have the time! We all have faced it at one time or another. So, when we finally decide to get in shape we go to the gym, and then another decision hits us. Should you get a personal trainer? That would speed up the process, I mean, they have taken massive amounts of time to study the body, and know how best to work out without hurting yourself. They can help you with a proper diet, implementing exercise into your lifestyle, etc. Also, I do not know of a single professional athlete who does not have a coach or mentorget the hint?

Now I have another questionwhy dont you have a business coach? This person has studied the practices of peak performers in our business world, can implement change, and can hold you accountable for continuing progress. Your goals and aspirations will be your coachs priority, and they will show you how to go through the process without you spending years studying it yourself. Whether you are in sales, customer service, or another field, you will learn the principles of performing at your peak potential.

Any person of influence knows that success leaves footprints, so a quality coach can turn you on to new ideas that will increase your performance in the business world. You can be more successful and have a more financially rewarding career if you hire a performance coach, just as hiring a trainer will do with your physical body. It will save you countless mistakes and make your job more profitable and fulfilling than ever before!

So, get in shape; I mean business shape! Learn what the top performers have already learned and get help from a professional. A quality coach can easily be the best return on investment you will ever make!

Michael Niles is a Seattle based sales trainer, speaker, and coach. He can be reached at 206-229-3119, michael6941@hotmail.com, or http://www.focustrainingsystems.com.

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A Quick Fix - Part Three

You should be getting a very clear picture now of how powerful our mind is we can alter our perception of a situation in a milli second turning our emotions from sad to happy, nothing else changes only OUR PERCEPTION. How much better can we feel, as we go through our day at peace, no one can wind you up, or upset you in any way, you are bullet proof. Imagine all the times you have stressed out in your car going to work, someone cuts in front of you, So what just wave and smile. You are now in control what feels better the stress and tension of getting even, or the sanctitude of not being bothered? The only thing that has changed is our take on the situation. So in every situation during the day that would normally wind you up or annoy you, take two seconds to put it in perspective and move on. Remember every bit of stress that you can eliminate will lengthen your life.

Our own unique regulatory device is our CONSCIENCE . This varies in every individual, because some people, do things they know to be wrong and then justify it to themselves, and in THEIR mind all is OK. If we use our conscience to our advantage, it is really great, because it is aware of everything we know and have done in our whole life, and it always asks you to consider things after the event. Any decisions made are always yours whether before or after the event. Whoever you have chosen as your FORMLESS WONDER, remember it has no control at all over your actions. You are a free spirit but the thing to remember is that although the FORMLESS WONDER has no control over your thoughts or actions, It has total control, as to the consequence of those thoughts, or actions. Therefore eventually you start making decisions based on what your thoughts and actions will produce.

There are many times, that we do things we later regret and it is up to us, in our own way, to come to terms with it and decide what we want to do, the new thoughts and actions are what the FORMLESS WONDER will act on. The only problem is, that whatever you did, that you regretted has also been acted upon. This therefore is a good incentive to think very clearly before you act.

With out getting too deep, I believe that GRATITUDE , FORGIVENESS \r and GIVING are the things that truly connect us with our own FORMLESS WONDER, there has always been us, and there has always been a FORMLESS WONDER and by consciously being thankful and caring, we actually connect with it. The biggest machine in the world is useless, until you connect it to the power, the electricity has always been there, and the machine has always been there, but until you put the two together, both things are pretty dead. I there fore think of GRATITUDE as plugging in to the power, of course there may be a few fuses that blow, but they are just minor hiccups providing that you fix them and carry on. Once you have had the machine running for a while you wonder how you managed without it.\r At this point I am sure that many of you are thinking that this is all a load of mumbo jumbo, and let me tell you that until I actually committed to doing these things I was right there along side you, but as I mentioned earlier unless you give it a good go, you will never get any results.

Croz is a personal mentor and motivational speaker. For more info visit http://www.croz.com.au.

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W Edwards Deming

Immediately post second world war W Edwards Deming went to Japan to create order from the crisis that was the Japanese economy.

In Japan he found fertile ground for a set of ideas that had been around since the twenties.

Quality doesnt cost, It pays

What Deming taught the Japanese was largely common sense.

1. Make sure that people can take pride in what they do.

2. Make sure that you use the intelligence of the workforce.

3. Treat them like human beings.

By using a set of basic principles Deming began through his teaching to build quality into Japanese industry instead of having it as a post production bolt on. Deming was hugely influential in Japan but largely ignored in America until the airing of a TV programme in the 1980s called If Japan can, why cant we?

As he said in 1992, America was in more trouble than Japan had been at the end of the war because at least Japan had known how much trouble it was in, America did not.

Demings teachings began to gain credibility in Europe not only for their common sense but for the demonstrable history of achievement that he brought from Japan.

Deming died in 1993 a disappointed man.\r He thought his teachings would be a virus that would take off on their own.\r He was frustrated that industry in Europe and North America was still largely ignoring what he knew to be true in their pursuit of traditional control and individual status.

In the UK today there is centred in Ampthill, Bedfordshire a forum called the Deming Forum.\r The locus is a group dedicated to the preservation of the Deming Legacy and the continued implementation of his ideas.

The forum use the same language that we have now become accustomed to.

Deming feels instinctively right

You cannot change people but people can choose to change

Human capital is the most important capital

3% of problems have figures, 97% do not. It is people who count not the figures

Explain Gently

Everyone is a leader

Remove the barriers that stop people from being as good as they can be

Get rid of the Slogans

Deming espouses a different way of working that is about people and developing people.

It is about understanding the relationships between the soft issues and the hard facts to transform the way that a business is run.

It is about reaping the huge financial and personal benefits when we give people the respect and support that as valuable individuals each member of the workforce deserves.

Remove the fear and measure the number of smiles on Monday morning.

Peter A Hunter
\r Author of \”Breaking the Mould\”
\r http://www.breakingthemould.co.uk

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Developmental Coaching

At CMOE, we often run the risk of implying that our Coaching Skills model is for corrective coaching only. But what we find is many leaders and organizations are interested in developmental coaching. In fact, the Coaching Skills model is equally effective in developmental situations.

So, what does developmental coaching mean? For us, it represents the last frontier of coaching. It is the point where employees are more fully functional. It is where you do the final tuning in terms of helping create complete trust, total responsibility, and entrepreneurial partners in your operation. As we see it, you are doing a type of coaching that encourages the employee to take more and wiser risks, engage in more self expression, and discover what lasting contribution they can make. This is a confidence-building process and a creative stage for employees. It gives them a chance to define a personal mission beyond simple organizational advancement. The beauty of developmental coaching is that it doesnt require advancement and promotion. What you are doing is maximizing their self-esteem.

The challenge for the leader is that many employees feel stuck in their jobs. They dont know what to do if they are not moving rapidly in a vertical direction in the company. You task is to help them achieve their fullest potential right where they are; to get them to look at growth and development in a different way. Many employees will need help to see this opportunity. Culture has taught them that growth, contribution, and satisfaction come only when you are living on Mahogany Row or in the organizational stratosphere.

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