tag:blogger.com,1999:blog-21930556565891119822024-03-13T00:57:34.919+00:00JenniferBakerCoachExecutive Coaching
Career Coaching
Leadership CoachingAnonymoushttp://www.blogger.com/profile/05598538422842681550noreply@blogger.comBlogger39125tag:blogger.com,1999:blog-2193055656589111982.post-42270073757588955822017-12-30T09:40:00.000+00:002017-12-30T09:40:05.762+00:00Wanting a Career Change?<div class="ember-view" id="ember5103" style="background: 0px 0px rgb(255, 255, 255); border: 0px; box-sizing: inherit; color: rgba(0, 0, 0, 0.7); font-family: "Source Sans Pro", Helvetica, Arial, sans-serif, "Hiragino Kaku Gothic Pro", Meiryo, "Hiragino Sans GB W3", "Noto Naskh Arabic", "Droid Arabic Naskh", "Geeza Pro", "Simplified Arabic", "Noto Sans Thai", Thonburi, Dokchampa, "Droid Sans Thai", "Droid Sans Fallback", -apple-system, ".SFNSDisplay-Regular", "Heiti SC", "Microsoft Yahei", "Segoe UI"; font-size: 17px; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">
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<span style="background: 0px 0px; border: 0px; box-sizing: inherit; font-weight: 700; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><em style="background: 0px 0px; border: 0px; box-sizing: inherit; font-family: Georgia, "Source Serif Pro", serif; font-size: 0.975em; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">“The greatest tragedy in life is that so many men and women go to their graves with the music still in them”.</em></span></div>
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This quote comes from the 19th century US Supreme Court Justice, Oliver Wendell Holmes, and 150 years on remains even truer today.</div>
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The last time most of us had any career advice was either at school or university. Discussions were invariably centred on vocational type qualifications and which organisations provided the best graduate training.</div>
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And so, we set out with our career plan with a clear starting point, a vague mid-phase and, beyond that, usually the complete unknown. Promotions follow head-hunters call, offers accepted, and life goes on.</div>
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Then at some point, often triggered by a change in personal circumstances or a significant event such as a big birthday, children, divorce, redundancy or health concern, we may find we reach a career crossroads and ask ourselves: </div>
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• What do I really want to do?</div>
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• Is a change of direction, even feasible?</div>
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• How will I make the transition?</div>
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• Am I going to continue what I have been doing for the rest of my working life?</div>
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• How do I plan a new career?</div>
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<span style="background: 0px 0px; border: 0px; box-sizing: inherit; font-weight: 700; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Most of us spend at least 50% of our waking hours at work!</span> We get up each morning and go through the same routine, with each day largely the same as the one before, feeling like we’re the star character in our own ‘Ground Hog Day’ movie. </div>
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How many of us can honestly say we feel fulfilled? In 2007 a survey by the Norwich Union found 66% of people in their 30s and 40s described themselves as, “unfulfilled, drifting or miserable” in their jobs. The survey cites a new career trend being labelled “Zenployment” where almost half, 47%, say they aim to be in a career that offers fulfilment.</div>
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<span style="background: 0px 0px; border: 0px; box-sizing: inherit; font-weight: 700; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><em style="background: 0px 0px; border: 0px; box-sizing: inherit; font-family: Georgia, "Source Serif Pro", serif; font-size: 0.975em; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Taking Stock</em></span></div>
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If the day-to-day work no longer fulfils or interests you, it could be time to move on before your morale takes a nose-dive. If you feel you've lost your sense of direction, why not take stock of things?</div>
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You need to think about which direction you'd like to be heading in and whether it is achievable, but, most of all, if will it enrich your working life.</div>
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Start by asking yourself some important questions:</div>
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· What are the priorities of my work?</div>
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· What aspects of my job makes me satisfied? Unsatisfied?</div>
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· What have been the high and low points of my career?</div>
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· How can I avoid repeating the low points?</div>
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· Where do you see yourself in five years’ time?</div>
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· What about in ten years’ time?</div>
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· Are reputation and status important to you?</div>
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· Do you want responsibility? Authority? Creative control?</div>
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· Do you have new ideas you'd like to try?</div>
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· Any additional duties you could assume?</div>
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<span style="background: 0px 0px; border: 0px; box-sizing: inherit; font-weight: 700; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><em style="background: 0px 0px; border: 0px; box-sizing: inherit; font-family: Georgia, "Source Serif Pro", serif; font-size: 0.975em; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Taking Control</em></span></div>
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Feeling unfulfilled in your job needn’t mean handing in your notice and walking off into the sunset. You may have a job that you’re happy with in many ways, but doesn’t fully satisfy you. It may, however, offer scope for growth and development.</div>
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To a certain extent, the degree of fulfilment you get from your work is within your control. And, just the act of taking control, can create a great sense of satisfaction.</div>
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<a href="https://2.bp.blogspot.com/-tZ8NrmbgZKs/WkdepDeZHwI/AAAAAAAACQs/cMbsHU1CgcgLkhxnMnr9amSpsBu4iFc7QCLcBGAs/s1600/shutterstock_200630474%2Bcopy.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="794" data-original-width="794" height="320" src="https://2.bp.blogspot.com/-tZ8NrmbgZKs/WkdepDeZHwI/AAAAAAAACQs/cMbsHU1CgcgLkhxnMnr9amSpsBu4iFc7QCLcBGAs/s320/shutterstock_200630474%2Bcopy.jpg" width="320" /></a></div>
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<span style="background-color: initial;">Why not work with your boss on a career development plan? You can use appraisal sessions to work on this if they exist within your company. Setting goals can motivate us - set them according to your needs, making sure they are realistic and flexible enough to be revised if necessary. Decide how you'll know when you've achieved them.</span></div>
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<span style="background: 0px 0px; border: 0px; box-sizing: inherit; font-weight: 700; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><em style="background: 0px 0px; border: 0px; box-sizing: inherit; font-family: Georgia, "Source Serif Pro", serif; font-size: 0.975em; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">For some inspiration</em></span> read the story here of Marjorie Thompson, <a href="https://www.growingbolder.com/career-change/" rel="nofollow noopener" style="background: 0px 0px transparent; border: 0px; box-sizing: inherit; color: #827be9; margin: 0px; padding: 0px; text-decoration-line: none; touch-action: manipulation; vertical-align: baseline; word-wrap: break-word;" target="_blank">https://www.growingbolder.com/career-change/</a></div>
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<a href="https://3.bp.blogspot.com/-cgCKoYDMXLM/Wkdew5QvaHI/AAAAAAAACQw/1MCdhRQT5UY4ZOfCa8n9Q8hHOpzK_xSgACLcBGAs/s1600/Copy%2Bof%2BQuote%2B1.png" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="789" data-original-width="940" height="268" src="https://3.bp.blogspot.com/-cgCKoYDMXLM/Wkdew5QvaHI/AAAAAAAACQw/1MCdhRQT5UY4ZOfCa8n9Q8hHOpzK_xSgACLcBGAs/s320/Copy%2Bof%2BQuote%2B1.png" width="320" /></a></div>
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· Is there scope to expand in the role? Could your job be re-organised to make it more challenging?</div>
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· Could you ask for more responsibility in your current job?</div>
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· Is there something you thought you could never do but would like to try? It’s never too late to learn new skills. Don't be held back by a fear of the unknown. Make the most of the transferable skills.</div>
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· Is there something you particularly like doing that you may be able to incorporate into your job?</div>
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· You may have discovered a new talent that you'd like to explore. Is there any chance to improve skills through training or development?</div>
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· Look at courses and further training that will help you get closer to where you want to be.</div>
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· Read the professional journals to keep abreast of new developments.</div>
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· Think about getting (or even being) a mentor.</div>
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· Shadow someone who is doing a job you are interested in.</div>
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In my 12 years of career coaching, I’ve never met anyone who didn’t have a dream of a different career. The average person will spend 40 to 50 years of their life at work, and that is too long to spend in the wrong job. We each have our unique combination of talents and abilities. What are yours?</div>
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Are you willing to invest in yourself? Is your career important to you?</div>
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A very happy and prosperous New Year to you all. I welcome the opportunity to discuss your career aspirations and how I can help you find your true vocation. Contact me <a href="https://www.jenniferbakercoach.co.uk/contact" rel="nofollow noopener" style="background: 0px 0px transparent; border: 0px; box-sizing: inherit; color: #827be9; margin: 0px; padding: 0px; text-decoration-line: none; touch-action: manipulation; vertical-align: baseline; word-wrap: break-word;" target="_blank">here</a></div>
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Professional Executive Leadership and Career Coach</div>
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<a href="http://www.careersuccesscoach.co.uk/" rel="nofollow noopener" style="background: 0px 0px transparent; border: 0px; box-sizing: inherit; color: #827be9; margin: 0px; padding: 0px; text-decoration-line: none; touch-action: manipulation; vertical-align: baseline; word-wrap: break-word;" target="_blank">www.careersuccesscoach.co.uk</a></div>
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Member of AC, ILM, Qualified Coach (Distinction) LCA</div>
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Anonymoushttp://www.blogger.com/profile/05598538422842681550noreply@blogger.com0tag:blogger.com,1999:blog-2193055656589111982.post-8892120393303608752017-08-01T15:59:00.001+01:002017-08-01T15:59:51.802+01:00Mood Contagion - Are You Infecting Your Team?<b>John did very well in his job. </b><b>As a key account exec, he exceeded targets, was positive and no task insurmountable. </b><b>John was confident and ambitious to move to the next level. </b><br />
<b>He achieved his goal and promoted to commercial director.</b><br />
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<span style="font-family: Helvetica Neue, Arial, Helvetica, sans-serif;">Fired up with drive and enthusiasm John repeatedly presented in team meetings, what he thought, were exciting objectives for the next 12 months and beyond. A member of John’s team responded: “…I’ve seen it all before, it won’t work and it won’t happen, how is this any different…?” Over time John became worn down, deflated and frustrated and with this negative attitude.</span><o:p></o:p></div>
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<span style="font-family: Helvetica Neue, Arial, Helvetica, sans-serif;">He went to his boss for support, who advised: “I brought you in to shake the tree; keep shaking it and fire anyone who isn’t on board!” Anxious to show he could do this new role John shook the tree and shook it more. His team proved unyielding and even more resistant.<o:p></o:p></span></div>
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<span style="font-family: Helvetica Neue, Arial, Helvetica, sans-serif;">John came to me for coaching to sort his team. Describing them as lazy, cynical and not thinking as he did. He couldn’t understand their short-term attitude. </span><o:p></o:p><br />
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<span style="font-family: Helvetica Neue, Arial, Helvetica, sans-serif;">I fed back to John, his team’s behaviour and attitude reflect the organisation’s culture. What he’s experiencing is mood contagion. Mood contagion is the phenomenon of having one person's emotions and related behaviours directly trigger similar emotions and behaviours in other people. In an organisational context, the leadership, communication and behaviours set the organisation tone. </span></div>
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<span style="font-family: Helvetica Neue, Arial, Helvetica, sans-serif;">The ‘emotion’ of the organisation becomes like a virus; it’s contagious.</span><o:p></o:p><br />
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<span style="font-family: Helvetica Neue, Arial, Helvetica, sans-serif;"><b>John had a choice, focus on what he could control or accept the status quo.</b> </span><br />
<span style="font-family: Helvetica Neue, Arial, Helvetica, sans-serif;">Didn’t that clever man Einstein have a great saying about the definition of insanity? “doing the same thing over and over and expecting a different result”. <o:p></o:p></span></div>
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<span style="font-family: Helvetica Neue, Arial, Helvetica, sans-serif;">We started with an <a href="http://www.jenniferbakercoach.co.uk/emergenetics-profiling" target="_blank"><span style="color: blue;">Emergenetics</span></a> neuroscience-based psychometric profile giving John a tool to adapt his communication and behaviours with the aim to increase rapport and build relationships with every member of his team. </span><br />
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<span style="font-family: Helvetica Neue, Arial, Helvetica, sans-serif; font-size: large;">Your Personality is Not an Excuse for Poor Communication</span></blockquote>
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<span style="font-family: Helvetica Neue, Arial, Helvetica, sans-serif;">He learnt people see things differently than him and enabled him to increase engagement and understanding. </span><br />
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<span style="font-family: Helvetica Neue, Arial, Helvetica, sans-serif;">Rather than just talk about the big picture and ‘great ideas’ he changed how he communicated. </span><br />
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<span style="font-family: Helvetica Neue, Arial, Helvetica, sans-serif; font-size: large;"><i>Sounds simple and common sense, but when we’re busy and under pressure, common sense doesn’t often prevail</i></span></blockquote>
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<span style="font-family: Helvetica Neue, Arial, Helvetica, sans-serif;">As Darwin said, “It is not the strongest of the species that survives, nor the most intelligent. It is the one that is most adaptable to change.” </span></div>
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<span style="font-family: Helvetica Neue, Arial, Helvetica, sans-serif;">John changed how he communicated and adapted his approach. He prioritised time to spend 1-1 with each team member. Over time his team meetings became more collaborative, with healthy debate and respect for different views; engagement increased. </span></div>
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<span style="font-family: Helvetica Neue, Arial, Helvetica, sans-serif;"><b>John became more confident and secure in his ability to be a leader and his team performing.</b></span><span style="font-family: "calibri" , sans-serif; font-size: 11.0pt; line-height: 115%;"><o:p></o:p></span></div>
Anonymoushttp://www.blogger.com/profile/05598538422842681550noreply@blogger.com0Cambridge CB4 0WS, UK52.235259 0.1537001000000373152.232828 0.1486576000000373 52.23769 0.15874260000003731tag:blogger.com,1999:blog-2193055656589111982.post-35988955711645146702017-07-05T11:27:00.001+01:002017-07-05T11:27:18.132+01:00How to Build a Relationship with Your Boss<iframe allowfullscreen="" frameborder="0" height="270" src="https://www.youtube.com/embed/oNZDzMxyywc" width="480"></iframe>Anonymoushttp://www.blogger.com/profile/05598538422842681550noreply@blogger.com0tag:blogger.com,1999:blog-2193055656589111982.post-40830720043959985912017-06-13T08:59:00.000+01:002017-06-13T09:00:30.152+01:00Where are you Sabotaging Your Success?<div class="Style3">
<b><span style="color: windowtext; font-size: 10.5pt; line-height: 115%; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 11.0pt; mso-bidi-theme-font: minor-bidi; mso-fareast-font-family: Calibri; mso-fareast-theme-font: minor-latin;">Rob is a CEO of a medium sized organisation who has an ambitious and exciting plan for growth. </span><span style="color: windowtext; font-size: 10.5pt;">When he came to me for coaching his brief was how do I get more out of my senior team? </span></b></div>
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<span style="color: windowtext; font-size: 10.5pt;">He had a big long list of complaints…</span><br />
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<!--[if !supportLists]--><span style="font-family: "symbol"; font-size: 10.5pt; line-height: 115%;">·<span style="font-family: "times new roman"; font-size: 7pt; font-stretch: normal; line-height: normal;"> </span></span><!--[endif]--><span style="color: windowtext; font-size: 10.5pt; line-height: 115%; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 11.0pt; mso-bidi-theme-font: minor-bidi; mso-fareast-font-family: Calibri; mso-fareast-theme-font: minor-latin;">I make all the decisions<o:p></o:p></span></div>
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<!--[if !supportLists]--><span style="font-family: "symbol"; font-size: 10.5pt; line-height: 115%;">·<span style="font-family: "times new roman"; font-size: 7pt; font-stretch: normal; line-height: normal;"> </span></span><!--[endif]--><span style="color: windowtext; font-size: 10.5pt; line-height: 115%; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 11.0pt; mso-bidi-theme-font: minor-bidi; mso-fareast-font-family: Calibri; mso-fareast-theme-font: minor-latin;">I solve all the problems<o:p></o:p></span></div>
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<!--[if !supportLists]--><span style="font-family: "symbol"; font-size: 10.5pt; line-height: 115%;">·<span style="font-family: "times new roman"; font-size: 7pt; font-stretch: normal; line-height: normal;"> </span></span><!--[endif]--><span style="color: windowtext; font-size: 10.5pt; line-height: 115%; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 11.0pt; mso-bidi-theme-font: minor-bidi; mso-fareast-font-family: Calibri; mso-fareast-theme-font: minor-latin;">They don’t focus on the important things<o:p></o:p></span></div>
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<!--[if !supportLists]--><span style="font-family: "symbol"; font-size: 10.5pt; line-height: 115%;">·<span style="font-family: "times new roman"; font-size: 7pt; font-stretch: normal; line-height: normal;"> </span></span><!--[endif]--><span style="color: windowtext; font-size: 10.5pt; line-height: 115%; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 11.0pt; mso-bidi-theme-font: minor-bidi; mso-fareast-font-family: Calibri; mso-fareast-theme-font: minor-latin;">They don’t think beyond the here and now let alone strategic thinking<o:p></o:p></span></div>
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<!--[if !supportLists]--><span style="font-family: "symbol"; font-size: 10.5pt; line-height: 115%;">·<span style="font-family: "times new roman"; font-size: 7pt; font-stretch: normal; line-height: normal;"> </span></span><!--[endif]--><span style="color: windowtext; font-size: 10.5pt; line-height: 115%; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 11.0pt; mso-bidi-theme-font: minor-bidi; mso-fareast-font-family: Calibri; mso-fareast-theme-font: minor-latin;">They don’t manage poor performance <o:p></o:p></span></div>
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<!--[if !supportLists]--><span style="font-family: "symbol"; font-size: 10.5pt; line-height: 115%;">·<span style="font-family: "times new roman"; font-size: 7pt; font-stretch: normal; line-height: normal;"> </span></span><!--[endif]--><span style="color: windowtext; font-size: 10.5pt; line-height: 115%; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 11.0pt; mso-bidi-theme-font: minor-bidi; mso-fareast-font-family: Calibri; mso-fareast-theme-font: minor-latin;">They micro-manage their teams</span></div>
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<span style="font-family: "symbol"; font-size: 10.5pt; line-height: 115%; text-indent: -18pt;">·<span style="font-family: "times new roman"; font-size: 7pt; font-stretch: normal; line-height: normal;"> </span></span><span style="color: windowtext; font-size: 10.5pt; line-height: 115%; text-indent: -18pt;">They’re resistance to change giving excuses of why things won’t work.</span></div>
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<span style="color: windowtext; font-size: 10.5pt; line-height: 115%; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 11.0pt; mso-bidi-theme-font: minor-bidi; mso-fareast-font-family: Calibri; mso-fareast-theme-font: minor-latin;">Rob was stressed, exhausted and wanted a radical shake-up. He believed the solution was to recruit an even more senior manager and put this person in charge of everyone. Beyond offering a magic wand, I needed to challenge Rob’s thinking. His way of looking at the problem was part of the problem…<o:p></o:p></span></div>
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<span style="color: windowtext; font-size: 10.5pt; line-height: 115%; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 11.0pt; mso-bidi-theme-font: minor-bidi; mso-fareast-font-family: Calibri; mso-fareast-theme-font: minor-latin;">On these first two questions, we needed objective feedback and utilised 360 feedback for Rob and the senior team. We got clarity on what each person should keep doing and do more of and identified their blind spots.<o:p></o:p></span></div>
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<span style="color: windowtext; font-size: 10.5pt; line-height: 115%; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 11.0pt; mso-bidi-theme-font: minor-bidi; mso-fareast-font-family: Calibri; mso-fareast-theme-font: minor-latin;">In our coaching, Rob discovered he had a skewed belief about his identity. </span></div>
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<span style="line-height: 115%;"><span style="font-size: 10.5pt;">He said he was </span><i><span style="font-size: large;"><span style="color: #3d85c6;"><b>“sitting here waiting to be found out; I don’t know how I got this role”</b></span><span style="color: #0b5394;"> </span></span></i><span style="font-size: 10.5pt;">– the dreaded <b>imposter syndrome. </b>He came to understand his thoughts, decisions and behaviour were led by an unconscious drive to mask a limiting belief he wasn’t good enough. </span></span></div>
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<span style="color: windowtext; font-size: 10.5pt;">This imposter syndrome resulted in self-sabotaging habits, with the long list of complaints above.</span></div>
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<span style="color: windowtext; font-size: 10.5pt; line-height: 115%; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 11.0pt; mso-bidi-theme-font: minor-bidi; mso-fareast-font-family: Calibri; mso-fareast-theme-font: minor-latin;">We challenged this self-limiting belief; identified thoughts, behaviours and actions that would be more aligned of who he truly is and wanted to be. The actions Rob took included:<o:p></o:p></span></div>
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<!--[if !supportLists]--><span style="font-family: "symbol"; font-size: 10.5pt; line-height: 115%;">·<span style="font-family: "times new roman"; font-size: 7pt; font-stretch: normal; line-height: normal;"> </span></span><!--[endif]--><span style="color: windowtext; font-size: 10.5pt; line-height: 115%; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 11.0pt; mso-bidi-theme-font: minor-bidi; mso-fareast-font-family: Calibri; mso-fareast-theme-font: minor-latin;">Honest two-way feedback with his team<o:p></o:p></span></div>
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<!--[if !supportLists]--><span style="font-family: "symbol"; font-size: 10.5pt; line-height: 115%;">·<span style="font-family: "times new roman"; font-size: 7pt; font-stretch: normal; line-height: normal;"> </span></span><span style="color: windowtext; font-size: 10.5pt; line-height: 115%; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 11.0pt; mso-bidi-theme-font: minor-bidi; mso-fareast-font-family: Calibri; mso-fareast-theme-font: minor-latin;">Implementing open and transparent communication<o:p></o:p></span></div>
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<!--[if !supportLists]--><span style="font-family: "symbol"; font-size: 10.5pt; line-height: 115%;">·<span style="font-family: "times new roman"; font-size: 7pt; font-stretch: normal; line-height: normal;"> </span></span><span style="color: windowtext; font-size: 10.5pt; line-height: 115%; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 11.0pt; mso-bidi-theme-font: minor-bidi; mso-fareast-font-family: Calibri; mso-fareast-theme-font: minor-latin;">Willingness to be vulnerable, acknowledging he and they may not always have the answers<o:p></o:p></span></div>
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<!--[if !supportLists]--><span style="font-family: "symbol"; font-size: 10.5pt; line-height: 115%;">·<span style="font-family: "times new roman"; font-size: 7pt; font-stretch: normal; line-height: normal;"> </span></span><span style="color: windowtext; font-size: 10.5pt; line-height: 115%; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 11.0pt; mso-bidi-theme-font: minor-bidi; mso-fareast-font-family: Calibri; mso-fareast-theme-font: minor-latin;">Delegate even more, enabling the senior managers to make decisions</span></div>
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<span style="font-size: large;">Three months on with a few bumps along the way there is a new-found energy and motivation from Rob and the senior managers. There is increased trust, enjoyment and even fun.<o:p></o:p></span></div>
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<span style="color: #0b5394; font-size: large;"><b>So, when was the last time you held up a mirror? Where do you self-sabotage?</b></span><o:p></o:p></div>
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Anonymoushttp://www.blogger.com/profile/05598538422842681550noreply@blogger.com0Cambridge CB4 0WS, UK52.235259 0.1537001000000373152.232828 0.1486576000000373 52.23769 0.15874260000003731tag:blogger.com,1999:blog-2193055656589111982.post-14155839312166676352017-04-06T09:11:00.001+01:002017-04-06T09:11:39.364+01:00Are you a Cultural Misfit?<div class="MsoNormal">
<b><span style="font-family: Verdana, sans-serif;"><span style="font-size: large;">Have you “married” the wrong organisation?</span><o:p></o:p></span></b></div>
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<span style="font-family: Verdana, sans-serif;">Take the example of Sue. After ten years in management with the public sector, she was ready to redefine her career and move on. She chose the charity sector where she had a passion for a cause. She set her sights high and was ready. <o:p></o:p></span></div>
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<span style="font-family: Verdana, sans-serif;">She landed her dream job as Head of Department with a large charity who were expanding abroad. She was committed and excited about the opportunities ahead.<o:p></o:p></span></div>
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<span style="font-family: Verdana, sans-serif;">Technically Sue was more than capable. She had an excellent track record in management and experience in her new sector. Sue thought everything was going well until her probationary period was extended. Something was clearly amiss. <o:p></o:p></span></div>
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<span style="font-family: Verdana, sans-serif;">Although Sue received specific feedback, she became aware she didn’t fit their culture. One difference was her style of decision making. She was “too collaborative and consultative”. Sue believed her approach was right; she was aiming to increase the engagement of her team. The organisation wanted her to be more confident, show more drive and assertion. All good leadership attributes. <o:p></o:p></span></div>
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<span style="font-family: Verdana, sans-serif;">However, this created a conflict for Sue. She accepted she could learn to be more assertive, but she wanted to do this without compromising her values of respecting others. The behaviours she noticed by other Heads, were aggressive and at times bordering on bullying. This approach wasn’t her style.<o:p></o:p></span></div>
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<span style="font-family: Verdana, sans-serif;">A few months on Sue realised she didn’t’ fit their culture, their way of doing things. Through her coaching, she learnt what she could do differently next time:<o:p></o:p></span></div>
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<span style="font-family: Verdana, sans-serif;"><span style="color: rgba(0, 0, 0, 0.85098); font-size: 17px; font-weight: 400;">★ </span><b>Become self-aware.</b> What are your blind spots? How do others perceive you? Are they right? How would you know?</span></div>
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<span style="font-family: Verdana, sans-serif; font-weight: 400;"><br /></span><span style="font-family: Verdana, sans-serif;">★ <b>What are your values?</b> Determine what’s important to you. Our values shape our identity, give us direction and affect how we make decisions.</span></div>
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<span style="font-family: Verdana, sans-serif; font-weight: 400;"><br /></span><span style="font-family: Verdana, sans-serif;">★ <b>Develop resilience.</b> Even top performers experience setbacks. Dust yourself down, learn what you can do differently, get back up again.</span></div>
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<span style="font-family: Verdana, sans-serif; font-weight: 400;"><br /></span><span style="font-family: Verdana, sans-serif;">★ <b>Become flexible.</b> Adapt your behaviour to ensure good communication and rapport. This isn’t about compromising your integrity, but being adaptable to different situations.</span></div>
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<a href="http://3.bp.blogspot.com/-SBu7PVqzA-0/WOX38JK7qJI/AAAAAAAACE8/7kcvxRjGMJ8q0ZmYGSCXb1oZ1NmzZo-jQCK4B/s1600/dreamstime_xl_2296863.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="184" src="https://3.bp.blogspot.com/-SBu7PVqzA-0/WOX38JK7qJI/AAAAAAAACE8/7kcvxRjGMJ8q0ZmYGSCXb1oZ1NmzZo-jQCK4B/s320/dreamstime_xl_2296863.jpg" width="320" /></a></div>
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<span style="font-family: Verdana, sans-serif; font-weight: 400;"><b>Realise sometimes there are things you just cannot influence and maybe it’s better to walk away than stay ‘married’ to the wrong organisation.</b></span></div>
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<span style="font-family: Verdana, sans-serif;">In hindsight, Sue acknowledged she could have approached her first 90 days differently, and made different decisions. </span></div>
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<span style="font-family: Verdana, sans-serif;">The good news is, she has proved she is resilient and landed another Head of Department job in the charity sector and thriving!</span><o:p></o:p></div>
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Anonymoushttp://www.blogger.com/profile/05598538422842681550noreply@blogger.com0tag:blogger.com,1999:blog-2193055656589111982.post-8724096920368896272017-02-07T08:01:00.000+00:002017-02-07T08:01:18.595+00:00Newly Promoted MD wants to Establish Respect<div class="MsoNormal">
<span style="font-size: large;">Recently, I worked with a newly appointed Managing Director, Robert. He said he didn’t want the job and felt no-one in his senior management team liked or respected him. He was thinking of selling the business but was feeling confused on what was the right decision to take.</span></div>
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<span style="font-size: large;">On exploring the problem, we were able to turn it into a desired outcome solution, or goal. Robert was clearly a competent professional, but with people, he considered himself something of a disaster. </span></div>
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<span style="font-size: large;">This ‘belief’ arose from the challenging relationship with the Operations Director who was resentful of Robert’s appointment and had a strong influence over the rest of the senior management team. Robert was feeling undermined, doubting his ability to be an effective MD.</span></div>
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<span style="font-size: large;">On reframing, the problem gave Robert clarity of what he wanted. From this position, he was able to recognise his thoughts and possible decision to sell was driven by his insecurity and lack of confidence; it became an excuse, an ‘easy way out’.</span></div>
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<span style="font-size: large;"><b>The Coaching Outcome </b>defined was to develop his identity the Managing Director. </span></div>
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<span style="font-size: large;">To be confident working with his senior management team to set and lead the direction. </span></div>
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<span style="font-size: large;">By mapping Robert’s experience, skill set, knowledge and capabilities, he was able to see he was more than capable, getting clarity of his role and responsibilities, to be the leader the business needed.</span></div>
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<span style="font-size: large;"><b>The Learning Strategies</b> included:</span></div>
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<li><span style="font-size: large;"><b>Self-Awareness:</b> being aware and understanding of his reluctance to manage the OD’s confrontational behaviour.</span></li>
<li><span style="font-size: large;"><b>Communication:</b> by utilising his psychometric profile to learn how to adapt his style of communication to increase understanding by others.</span></li>
<li><span style="font-size: large;"><b>Relationships:</b> develop and practice building trust, rapport and engagement.</span></li>
<li><span style="font-size: large;"><span style="font-stretch: normal; font-variant-numeric: normal; line-height: normal;"><b> </b></span><span style="text-indent: -18pt;"><b>Assertiveness</b>: through understanding his profile to flex his style of assertion to advance his opinions and decisions in a manner that constructively drives accountability.</span></span></li>
<li><span style="font-size: large;"><b>Weekly Reflection:</b> to strengthen and embed as habit his learning and continuous self-development.</span></li>
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<a href="https://3.bp.blogspot.com/-sO0l60s-vqU/WJTCLSCWgDI/AAAAAAAACDI/macyHThtJzMsS8c8MtRFyZ5cUixxR-TtgCLcB/s1600/shutterstock_147824768.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="264" src="https://3.bp.blogspot.com/-sO0l60s-vqU/WJTCLSCWgDI/AAAAAAAACDI/macyHThtJzMsS8c8MtRFyZ5cUixxR-TtgCLcB/s320/shutterstock_147824768.jpg" width="320" /></a></div>
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<span style="font-size: large;"><b>Results: </b>Robert’s key learning was that in becoming self-aware, in understanding his strengths and how his limiting beliefs had driven some unhelpful behaviours. </span></div>
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<span style="font-size: large;">Robert successfully and consistently took action. He increased trust, engagement and respect of his SMT. He gave constructive feedback to the OD. </span></div>
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<span style="font-size: large;">He became confident and self-assured. He learnt he could take a different approach and achieve the outcome both he and his father wanted.</span></div>
Anonymoushttp://www.blogger.com/profile/05598538422842681550noreply@blogger.com0JenniferBakerCoach Cambridge CB4 0WS, UK52.235259 0.1537001000000373152.232828 0.1486576000000373 52.23769 0.15874260000003731tag:blogger.com,1999:blog-2193055656589111982.post-85409414049597897032017-01-07T11:55:00.000+00:002017-01-07T11:55:29.002+00:00A Change in Paradigm to Education<h3>
<span style="color: windowtext; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="font-family: Verdana, sans-serif;">Recent news of MPs calling for a ‘big stick’ approach of schools offering substandard careers advice should be downgraded in Ofsted inspections I fear will continue to place misguided advice on equipping children for the future. </span></span></h3>
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<span style="color: windowtext;"><span style="font-family: Verdana, sans-serif;">The problem lies within how we view the role of education, the current thinking driving the advice given to school leavers. If we step back for a moment and think, what is the purpose of education, surely it is to equip children, the future generation of how to take their place in the world. </span></span></div>
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<span style="color: windowtext;"><span style="font-family: Verdana, sans-serif;">The challenge I believe lies in changing the paradigm we have about education and how we view success. The education system we have today, in the 21st century remains largely on the original Victorian model arising from the industrial revolution, based on the belief one can only succeed with an academic based capability.</span></span></div>
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<span style="color: windowtext; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="font-family: Verdana, sans-serif;">Yes, there are the fundamentals in academic subjects needed, the 3-Rs amongst other traditional subjects; however, there are many examples of “successful” academics whose certificates don their walls gathering dust who don’t go on to succeed. </span></span></div>
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<span style="color: windowtext; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="font-family: Verdana, sans-serif;"><br /></span></span></div>
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<a href="http://4.bp.blogspot.com/-IlkkyOMnIkE/WHDVntVLREI/AAAAAAAACCo/e2wts2LGlZAfGERHl56rmoXaj7BUfCx0wCK4B/s1600/shutterstock_2165276.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" height="320" src="https://4.bp.blogspot.com/-IlkkyOMnIkE/WHDVntVLREI/AAAAAAAACCo/e2wts2LGlZAfGERHl56rmoXaj7BUfCx0wCK4B/s320/shutterstock_2165276.jpg" width="214" /></a><span style="color: windowtext; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="font-family: Verdana, sans-serif;"></span></span></div>
<div class="MsoNormal">
<span style="color: windowtext; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="font-family: Verdana, sans-serif;"><br /></span></span></div>
<div class="MsoNormal">
<span style="font-family: Verdana, sans-serif;">Equally, there are many examples of non-academics who do succeed, prominent examples include <b>Sir Richard Branson</b> (dyslexic), <b>Lord Alan Sugar</b>, <b>Baroness Mone</b>, and a new non-academic success in the making <a href="http://www.bbc.co.uk/news/business-38220079"><b><span style="color: #0b5394;">Ryan Longmuir</span></b></a><span style="color: #3d85c6;">.</span></span></div>
<div class="MsoNormal">
<span style="color: windowtext; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="font-family: Verdana, sans-serif;"><br /></span></span></div>
<h4>
<span style="color: windowtext; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="font-family: Verdana, sans-serif;">If we are to equip our children for the best start to their adult life, we need to think what education will serve our children best? </span></span></h4>
<div class="MsoNormal">
<span style="color: windowtext;"><span style="font-family: Verdana, sans-serif;">In addition to the study of traditional subject’s education also needs to include in-depth study (not one-off half-day modules) of <b>Life Skills</b> such as <b>Financial Management</b> (1 in 4 people today are in debt) and, the study of <b>Personal Self Development </b>to learn how to become the person you want to be and achieve the things you want to achieve.</span></span></div>
<div class="MsoNormal">
<span style="color: windowtext; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="font-family: Verdana, sans-serif;"><br /></span></span></div>
<div class="MsoNormal">
<span style="color: windowtext; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="font-family: Verdana, sans-serif;"><b>Careers advice </b>at school will remain woefully lacking while government led initiatives continue to reward school performance only on the number of A levels and league tables. In the main, this is what drives decisions on what career advice is given to children.</span></span></div>
<div class="MsoNormal">
<span style="color: windowtext; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="font-family: Verdana, sans-serif;"><br /></span></span></div>
<div class="MsoNormal">
<span style="color: windowtext; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="font-family: Verdana, sans-serif;">A quote by Oliver Wendell Holmes, US Supreme Court Justice, from the 1800s who knew a thing or two, continues to resonate today:</span></span></div>
<div class="MsoNormal">
<span style="color: windowtext; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="font-family: Verdana, sans-serif;"><br /></span></span></div>
<h4>
<span style="color: windowtext; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><i><span style="font-family: Verdana, sans-serif;">“The greatest tragedy in life, (is not that you didn’t get 3 A*s) but that so many men and women go to their graves with the music still in them”. </span></i></span></h4>
<div class="MsoNormal">
<span style="font-family: Verdana, sans-serif;"><b><span style="color: #0b5394;">If you were 16 today, what careers advice would help you?</span></b></span></div>
Anonymoushttp://www.blogger.com/profile/05598538422842681550noreply@blogger.com0tag:blogger.com,1999:blog-2193055656589111982.post-48349496930930611152016-12-04T13:03:00.000+00:002016-12-04T13:23:19.813+00:00Take Back Control<div class="MsoNormal" style="text-align: justify;">
<span style="color: windowtext; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><b>Compared to 30 or so
years ago it is now expected individuals take greater responsibility for their
career. Even those employed in large
organisations are no longer relying on employers
to provide them with all their career development needs. </b><o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="color: windowtext; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><br /></span></div>
<div class="MsoNormal">
<span style="color: windowtext; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;">The last time most of us had any career advice
was either at school or university. Discussions were invariably centred on vocational type qualifications and which
organisations provided the best graduate training. </span></div>
<div class="MsoNormal">
<span style="color: windowtext; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><br /></span></div>
<div class="MsoNormal">
<span style="color: windowtext; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;">We set out on a career path
with a clear starting point, a vague mid
phase and, beyond that, usually the complete unknown. </span><span style="color: windowtext;">Promotions</span><span style="color: windowtext;">
follow, headhunters
call, offers are accepted, and life goes
on. </span></div>
<div class="MsoNormal">
<span style="color: windowtext;"><br /></span></div>
<div class="MsoNormal">
<span style="color: windowtext;">Most of us spend at least 50% of our waking hours at work! We get up each
morning and go through the same routine, with each day largely the same as the
one before. How many of us can honestly say that we feel fulfilled?</span></div>
<div class="MsoNormal" style="margin-bottom: 12.0pt; text-align: justify;">
<span style="color: windowtext;"><br /></span></div>
<table align="center" cellpadding="0" cellspacing="0" class="tr-caption-container" style="margin-left: auto; margin-right: auto; text-align: center;"><tbody>
<tr><td style="text-align: center;"><a href="https://2.bp.blogspot.com/-t7w2AClfLts/WEQS0s9WcDI/AAAAAAAAB9I/I7bWXd5ntegbH01I3iDIoDgt7jd2BlF4gCLcB/s1600/quote-remember-to-look-up-at-the-stars-and-not-down-at-your-feet-try-to-make-sense-of-what-stephen-hawking-46-84-22.jpg" imageanchor="1" style="margin-left: auto; margin-right: auto;"><img border="0" height="187" src="https://2.bp.blogspot.com/-t7w2AClfLts/WEQS0s9WcDI/AAAAAAAAB9I/I7bWXd5ntegbH01I3iDIoDgt7jd2BlF4gCLcB/s400/quote-remember-to-look-up-at-the-stars-and-not-down-at-your-feet-try-to-make-sense-of-what-stephen-hawking-46-84-22.jpg" width="400" /></a></td></tr>
<tr><td class="tr-caption" style="text-align: center;"><i><span style="font-size: xx-small;">Courtesy, www.azquotes.com</span></i></td></tr>
</tbody></table>
<div class="MsoNormal" style="margin-bottom: 12.0pt; text-align: justify;">
<span style="color: windowtext;"><br /></span></div>
<div class="MsoNormal" style="margin-bottom: 12.0pt; text-align: justify;">
<b><span style="color: windowtext;">Many elements can</span><span style="color: windowtext;"> contribute towards
job satisfaction, including:</span></b></div>
<div class="MsoNormal" style="margin-bottom: 12.0pt; text-align: justify;">
</div>
<ul>
<li>You feel what you do is worthwhile or makes a difference</li>
<li>You are
recognised<span style="color: windowtext; text-indent: -17.85pt;"> for your achievements</span></li>
<li>Your views are listened to</li>
<li>You are<span style="color: windowtext; text-indent: -17.85pt;">
working with people you like</span></li>
<li>There's a good balance
between work and the rest of your life</li>
<li>Your daily tasks and
assignments have variety and are challenging</li>
<li>The values of your employers
match your values closely</li>
<li>The communication channels
within the company are good</li>
<li>You have good working
conditions and adequate remuneration</li>
<li>There's potential for future
growth, with training opportunities</li>
<li>Your job takes you closer to
your long-term goals</li>
</ul>
<br />
<div class="MsoNormal" style="margin-bottom: 12.0pt; text-align: justify;">
<span style="color: windowtext;">To
a certain extent the degree of satisfaction you get from your work is within
your control. </span></div>
<div class="MsoNormal" style="margin-bottom: 12.0pt; text-align: justify;">
<span style="color: windowtext;"><b>Think
about what it is you want:</b></span></div>
<div class="MsoNormal" style="margin-bottom: 12.0pt; text-align: justify;">
</div>
<ul>
<li>Where do you see yourself in 10 years’ time?</li>
<li>Are
reputation and status important to you?</li>
<li>Do you want responsibility?</li>
<li>Authority?</li>
<li>Creative control?</li>
<li>Do you have new ideas
you'd like to try - or any additional duties you could assume?</li>
</ul>
<br />
<div class="MsoNormal" style="margin-bottom: 12.0pt; text-align: justify;">
These are all
things to consider.</div>
<div class="MsoNormal" style="margin-bottom: 12.0pt; text-align: justify;">
<span style="color: windowtext;">Feeling
unfulfilled in your job need not mean handing in your notice and walking
off into the sunset. You may have a job that you
are happy with in many ways, but
that does not fully satisfy you – it may,
however, offer scope for growth and development. Firstly, evaluate what you
have to offer your employer. </span></div>
<div class="MsoNormal" style="margin-bottom: 12.0pt; text-align: justify;">
<span style="color: windowtext; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><b>We each have our unique combination of talents and
abilities. What are yours?</b><o:p></o:p></span></div>
<br />
<div class="MsoNormal">
<br /></div>
Anonymoushttp://www.blogger.com/profile/05598538422842681550noreply@blogger.com0tag:blogger.com,1999:blog-2193055656589111982.post-54480151532569874342016-04-02T13:56:00.001+01:002016-04-02T13:56:45.474+01:00Is Your Motivation Waning?<div class="MsoNormal" style="text-align: justify;">
<div style="text-align: justify;">
<span style="font-family: "calibri" , sans-serif; mso-ascii-theme-font: minor-latin; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 11.0pt; mso-bidi-theme-font: minor-bidi; mso-hansi-theme-font: minor-latin;"><span style="font-size: large;">There is much research into how to motivate
people at work. However, I always advocate the starting point has to be with
yourself. What would your answer be to
the question, what motivates you? Do you know? <o:p></o:p></span></span></div>
<table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: right; margin-left: 1em; text-align: right;"><tbody>
<tr><td style="text-align: center;"><a href="https://1.bp.blogspot.com/-6Qy7GaRfk_0/Vv_ABeCN0PI/AAAAAAAAB5Q/wU5lUYwlPEwg6QaLWeS2jvKyH4s8iF43A/s1600/shutterstock_306515606%2Bcopy.jpg" imageanchor="1" style="clear: right; margin-bottom: 1em; margin-left: auto; margin-right: auto;"><img border="0" height="150" src="https://1.bp.blogspot.com/-6Qy7GaRfk_0/Vv_ABeCN0PI/AAAAAAAAB5Q/wU5lUYwlPEwg6QaLWeS2jvKyH4s8iF43A/s200/shutterstock_306515606%2Bcopy.jpg" width="200" /></a></td></tr>
<tr><td class="tr-caption" style="text-align: center;">What Motivates You?</td></tr>
</tbody></table>
<div style="text-align: left;">
<span style="font-family: "calibri" , sans-serif; mso-ascii-theme-font: minor-latin; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 11.0pt; mso-bidi-theme-font: minor-bidi; mso-hansi-theme-font: minor-latin;"><span style="font-size: large;"><br /></span></span></div>
</div>
<div class="MsoNormal" style="text-align: justify;">
<div style="text-align: justify;">
<span style="font-family: "calibri" , sans-serif; mso-ascii-theme-font: minor-latin; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 11.0pt; mso-bidi-theme-font: minor-bidi; mso-hansi-theme-font: minor-latin;"><span style="font-size: large;">Frequently I am asked, “How do I find a job
that’s more rewarding?” Well, my question straight back is, “What is it about
your current job that attracted you in the first place?”<o:p></o:p></span></span></div>
</div>
<div class="MsoNormal" style="text-align: justify;">
<div style="text-align: left;">
<br /></div>
</div>
<div class="MsoNormal" style="text-align: justify;">
<div style="text-align: left;">
<span style="font-size: large;"><span style="font-family: "calibri" , sans-serif; mso-ascii-theme-font: minor-latin; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 11.0pt; mso-bidi-theme-font: minor-bidi; mso-hansi-theme-font: minor-latin;"><br /></span></span></div>
<div style="text-align: left;">
<span style="font-size: large;"><span style="font-family: "calibri" , sans-serif; mso-ascii-theme-font: minor-latin; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 11.0pt; mso-bidi-theme-font: minor-bidi; mso-hansi-theme-font: minor-latin;">So what does one do? The first step is to raise your self-awareness
and find out what are your core motivators, your key career drivers.</span><span style="font-family: "calibri" , sans-serif;"> </span></span></div>
</div>
<div class="MsoNormal" style="text-align: justify;">
</div>
<ul>
<li style="text-align: left;"><span style="font-family: "calibri" , sans-serif;"><span style="font-size: large;">Is it material rewards or power and influence?</span></span></li>
</ul>
<ul>
<li style="text-align: left;"><span style="font-family: "calibri" , sans-serif;"><span style="font-size: large;">Is meaning or purpose in your job your number
one driver?</span></span></li>
</ul>
<ul>
<li style="text-align: left;"><span style="font-family: "calibri" , sans-serif;"><span style="font-size: large;">What about expertise, seeking a high level of
accomplishment in what you do?</span></span></li>
</ul>
<ul>
<li style="text-align: left;"><span style="font-family: "calibri" , sans-serif;"><span style="font-size: large;">Are you driven by the ability to be creative
and innovative in your job?</span></span></li>
</ul>
<ul>
<li style="text-align: left;"><span style="font-family: "calibri" , sans-serif;"><span style="font-size: large;">What do you think about relationships at work?</span></span></li>
</ul>
<ul>
<li style="text-align: left;"><span style="font-family: "calibri" , sans-serif;"><span style="font-size: large;">Does autonomy drive you? Without it how do you feel, do you prefer to
make decisions on your own?</span></span></li>
</ul>
<ul>
<li style="text-align: left;"><span style="font-family: "calibri" , sans-serif;"><span style="font-size: large;">How about security, having a certain and predictable
future?</span></span></li>
</ul>
<ul>
<li style="text-align: left;"><span style="font-family: "calibri" , sans-serif;"><span style="font-size: large;">Moreover, what are your thoughts about status?
Are you driven to be recognised, admired and respected?</span></span></li>
</ul>
<div class="MsoNormal" style="text-align: justify;">
<div style="text-align: justify;">
<span style="font-family: "calibri" , sans-serif; mso-ascii-theme-font: minor-latin; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 11.0pt; mso-bidi-theme-font: minor-bidi; mso-hansi-theme-font: minor-latin;"><span style="font-size: large;"><b>Sadly what gets in the way of people enjoying their jobs is relationships at work.</b> For many people the ability to seek positive relationships
is crucial. Either their boss or their team is perhaps not as proactive or
constructive as they would like or what it could be.<o:p></o:p></span></span></div>
</div>
<div class="MsoNormal" style="text-align: justify;">
<div style="text-align: justify;">
<br /></div>
</div>
<div class="MsoNormal" style="text-align: justify;">
<div style="text-align: justify;">
<span style="font-family: "calibri" , sans-serif; mso-ascii-theme-font: minor-latin; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 11.0pt; mso-bidi-theme-font: minor-bidi; mso-hansi-theme-font: minor-latin;"><span style="font-size: large;"><b>Statistics show people leave their boss not the
job, nor the company.</b> However leaving
your boss, does not solve the issues you were avoiding, all you are doing is
taking the same issues with you to your next job. Once the honeymoon period is
over in the new job, you find yourself unhappy and unmotivated all over
again. Work becomes like the movie
Groundhog Day, and you find yourself back to square one.<o:p></o:p></span></span></div>
</div>
<div class="MsoNormal" style="text-align: justify;">
<div style="text-align: justify;">
<br /></div>
</div>
<div class="MsoNormal" style="text-align: justify;">
<div style="text-align: justify;">
<span style="font-family: "calibri" , sans-serif; mso-ascii-theme-font: minor-latin; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 11.0pt; mso-bidi-theme-font: minor-bidi; mso-hansi-theme-font: minor-latin;"><span style="font-size: large;"><b>Understanding what motivates and drives you is
the first step to being happier in your day to day job.</b> You will start to
notice what is missing in your current job. If this is the case, speak to your
boss or colleagues about doing tasks that give you an opportunity to thrive.<o:p></o:p></span></span></div>
</div>
<div class="MsoNormal" style="text-align: justify;">
<div style="text-align: justify;">
<br /></div>
</div>
<div class="MsoNormal" style="text-align: justify;">
<div style="text-align: justify;">
<span style="font-family: "calibri" , sans-serif; mso-ascii-theme-font: minor-latin; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 11.0pt; mso-bidi-theme-font: minor-bidi; mso-hansi-theme-font: minor-latin;"><span style="font-size: large;">Being motivated by our work has a direct and positive
impact on our performance, so it is a win-win for you and your employer.</span><o:p></o:p></span></div>
</div>
<div style="text-align: justify;">
<br /></div>
Anonymoushttp://www.blogger.com/profile/05598538422842681550noreply@blogger.com0tag:blogger.com,1999:blog-2193055656589111982.post-16577516133199094612016-02-14T12:31:00.004+00:002016-02-14T12:31:43.298+00:00Build a Strong Relationship with your Boss and Take Charge of your Career<br />
<div class="MsoNormal">
<span style="font-family: "Calibri",sans-serif; font-size: 11.0pt; mso-ansi-language: EN-GB; mso-ascii-theme-font: minor-latin; mso-bidi-font-family: "Times New Roman"; mso-bidi-theme-font: minor-bidi; mso-fareast-font-family: Calibri; mso-fareast-theme-font: minor-latin; mso-hansi-theme-font: minor-latin;">Managers are interested
in employees who will help them accomplish the many goals set for their teams. Self-starters, initiative takers,
independent, results oriented individuals are often in demand. <o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: "Calibri",sans-serif; font-size: 11.0pt; mso-ansi-language: EN-GB; mso-ascii-theme-font: minor-latin; mso-bidi-font-family: "Times New Roman"; mso-bidi-theme-font: minor-bidi; mso-fareast-font-family: Calibri; mso-fareast-theme-font: minor-latin; mso-hansi-theme-font: minor-latin;">If your boss had a hand
in hiring you, then you can be confident
that he/she already thinks well of you.
Performing well can reinforce the message that the decision to bring you
on board was the right decision. <o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: "Calibri",sans-serif; font-size: 11.0pt; mso-ansi-language: EN-GB; mso-ascii-theme-font: minor-latin; mso-bidi-font-family: "Times New Roman"; mso-bidi-theme-font: minor-bidi; mso-fareast-font-family: Calibri; mso-fareast-theme-font: minor-latin; mso-hansi-theme-font: minor-latin;">Following are some tips
that will help you build a great relationship with your boss while building your confidence in your ability to “manage up.”<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: "Calibri",sans-serif; font-size: 11.0pt; mso-ansi-language: EN-GB; mso-ascii-theme-font: minor-latin; mso-bidi-font-family: "Times New Roman"; mso-bidi-theme-font: minor-bidi; mso-fareast-font-family: Calibri; mso-fareast-theme-font: minor-latin; mso-hansi-theme-font: minor-latin;">Put yourself in your
boss’ shoes. From their perspective,
what are the stresses, the pressures, the goals, and the demands? <o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: "Calibri",sans-serif; font-size: 11.0pt; mso-ansi-language: EN-GB; mso-ascii-theme-font: minor-latin; mso-bidi-font-family: "Times New Roman"; mso-bidi-theme-font: minor-bidi; mso-fareast-font-family: Calibri; mso-fareast-theme-font: minor-latin; mso-hansi-theme-font: minor-latin;">Once you have a clear
sense of this, you are then better able to make decisions, tailor your
communications, and make contributions that will enable others to perceive you
as an MVM—most valuable member of the team!<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: "Calibri",sans-serif; font-size: 11.0pt; mso-ansi-language: EN-GB; mso-ascii-theme-font: minor-latin; mso-bidi-font-family: "Times New Roman"; mso-bidi-theme-font: minor-bidi; mso-fareast-font-family: Calibri; mso-fareast-theme-font: minor-latin; mso-hansi-theme-font: minor-latin;">Also, see your boss as
a person. Your boss is just like you—has worked his/her way up to the position
they now have. Therefore, they have lots
of experience to share with you. If they
are willing, allow them to be your mentor.
Ask for feedback regularly, and get their input on your career
goals. <o:p></o:p></span></div>
<h1>
<span style="color: windowtext; font-family: "Calibri",sans-serif; font-size: 11.0pt; line-height: 107%; mso-ascii-theme-font: minor-latin; mso-bidi-font-family: "Times New Roman"; mso-bidi-theme-font: minor-bidi; mso-fareast-font-family: Calibri; mso-fareast-theme-font: minor-latin; mso-hansi-theme-font: minor-latin;">Be helpful and proactive. Since
you have an understanding of what the demands are on your boss, try your best
to contribute to them. What are some
actual accomplishments you can make to help further the team? Where can you take the initiative to solve a
problem or improve a process that wasn’t even on the radar screen?<o:p></o:p></span></h1>
<h1>
<span style="color: windowtext; font-family: "Calibri",sans-serif; font-size: 11.0pt; line-height: 107%; mso-ascii-theme-font: minor-latin; mso-bidi-font-family: "Times New Roman"; mso-bidi-theme-font: minor-bidi; mso-fareast-font-family: Calibri; mso-fareast-theme-font: minor-latin; mso-hansi-theme-font: minor-latin;">Manage your performance review
process. Record your accomplishments, and inquire about other ways you can
contribute to overall team goals. <o:p></o:p></span></h1>
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<table align="center" cellpadding="0" cellspacing="0" class="tr-caption-container" style="margin-left: auto; margin-right: auto; text-align: center;"><tbody>
<tr><td style="text-align: center;"><a href="https://1.bp.blogspot.com/-ANc1tuX6IgM/VsBzUmdfIFI/AAAAAAAAB4k/JDh_XwrLEsU/s1600/shutterstock_86651248.jpg" imageanchor="1" style="margin-left: auto; margin-right: auto;"><img border="0" height="287" src="https://1.bp.blogspot.com/-ANc1tuX6IgM/VsBzUmdfIFI/AAAAAAAAB4k/JDh_XwrLEsU/s320/shutterstock_86651248.jpg" width="320" /></a></td></tr>
<tr><td class="tr-caption" style="text-align: center;">Be Proactive and Manage Your Career</td></tr>
</tbody></table>
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<span style="font-family: Calibri, sans-serif; font-size: 11pt;">Be assertive about your
career plan and ask for projects that will stretch your current abilities. Be clear about the support you seek from your
boss, and be equally clear about the deliverables you will produce.</span></div>
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<span style="font-family: "Calibri",sans-serif; font-size: 11.0pt; mso-ansi-language: EN-GB; mso-ascii-theme-font: minor-latin; mso-bidi-font-family: "Times New Roman"; mso-bidi-theme-font: minor-bidi; mso-fareast-font-family: Calibri; mso-fareast-theme-font: minor-latin; mso-hansi-theme-font: minor-latin;">Encourage bonding and
building genuine rapport by engaging in occasional conversations about family,
personal hobbies and other interests.
Share your information, but inquire about his/her interests as well.<o:p></o:p></span></div>
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<br /></div>
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<span style="font-family: "Calibri",sans-serif; font-size: 11.0pt; mso-ansi-language: EN-GB; mso-ascii-theme-font: minor-latin; mso-bidi-font-family: "Times New Roman"; mso-bidi-theme-font: minor-bidi; mso-fareast-font-family: Calibri; mso-fareast-theme-font: minor-latin; mso-hansi-theme-font: minor-latin;">Demonstrating a clear
understanding of the strategic focus of the organisation will help others to
perceive you a team player and a potential leader. You will gain the respect of
your managers, and ensure your career is on the fast track.<o:p></o:p></span></div>
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Anonymoushttp://www.blogger.com/profile/05598538422842681550noreply@blogger.com0tag:blogger.com,1999:blog-2193055656589111982.post-79683875935601207792016-01-18T06:57:00.000+00:002016-01-18T06:57:22.683+00:00Plan Your Way to a Cracking 2016 <div class="MsoNormal">
Do you find yourself tempted with yet another round of New Year resolutions to help change your life, and achieve your goals? According to Gallup about 90% of us fail to keep our New Year’s resolutions. It is not the goal that is wrong, this is the easy part, but where it can go wrong is to do with commitment; this is the hard part. </div>
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It’s not about having to try harder; the key is, do you have the motivation? To increase your chances of achieving resolutions are to connect them to a strong purpose that will keep you in action, no matter how tough things become. You need a strong ‘why’ that is bigger than any ‘but’. For example, "I want to get fit, but I don’t have time.” Overcoming the ‘but’ is the hardest part.</div>
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To reach your goal starts not with the goal itself but a committed decision, a burning desire, a willingness to take repeated action, for as long as it takes and for whatever it takes.</div>
<table align="center" cellpadding="0" cellspacing="0" class="tr-caption-container" style="margin-left: auto; margin-right: auto; text-align: center;"><tbody>
<tr><td style="text-align: center;"><a href="http://3.bp.blogspot.com/-D6eCNfJClh4/VpyMhf6FElI/AAAAAAAAB4E/OBqSXRpHR1E/s1600/shutterstock_228137794.jpg" imageanchor="1" style="margin-left: auto; margin-right: auto;"><img border="0" height="200" src="http://3.bp.blogspot.com/-D6eCNfJClh4/VpyMhf6FElI/AAAAAAAAB4E/OBqSXRpHR1E/s200/shutterstock_228137794.jpg" width="200" /></a></td></tr>
<tr><td class="tr-caption" style="text-align: center;">Keep Growing</td></tr>
</tbody></table>
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Here is a practical process to goal planning:</div>
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1.<span style="font-size: 7pt; font-stretch: normal;"> </span>Get clear on what you want. What did you tolerate in 2015? What was challenging? What do you not want to have happen again? Make a decision on what you want your life to be one year from now.</div>
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2.<span style="font-size: 7pt; font-stretch: normal;"> </span>Get clear on why – what are the reasons you must absolutely achieve this no matter what?</div>
<div class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
3.<span style="font-size: 7pt; font-stretch: normal;"> </span>Get momentum: Break it down into smaller steps and tasks. Identify one small thing you can do immediately toward achieving your goal.</div>
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4.<span style="font-size: 7pt; font-stretch: normal;"> </span>Schedule your actions monthly, weekly and daily.</div>
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5.<span style="font-size: 7pt; font-stretch: normal;"> </span>Take action. Masses of action. Stay committed to your decisions, but also, be flexible in your approach. </div>
<div class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
6.<span style="font-size: 7pt; font-stretch: normal;"> </span>Review, measure and evaluate. What actions have worked well, what hasn’t? What can you do differently?</div>
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7.<span style="font-size: 7pt; font-stretch: normal;"> </span>Review steps 3-6 every week.</div>
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Remember to celebrate success and repeat the cycle as you continue to make progress.</div>
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If you don’t design your own life plan, chances are you’ll fall into someone else’s plan. And guess what they have planned for you, not much.</div>
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It’s not what we do once in a while that shapes our lives or our careers, but what we do consistently. There’s always a way – if you are clear on the purpose and you’re committed to take action.</div>
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Anonymoushttp://www.blogger.com/profile/05598538422842681550noreply@blogger.com0tag:blogger.com,1999:blog-2193055656589111982.post-89034835159734614382016-01-18T00:00:00.000+00:002016-01-18T00:00:02.598+00:00Blue Monday blues? It might be time for a career change<style>
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<a href="http://3.bp.blogspot.com/-TWzBFjwk4_U/VpZmTNsHs5I/AAAAAAAAB3o/s_ABCE0kFto/s1600/shutterstock_228137794.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="400" src="http://3.bp.blogspot.com/-TWzBFjwk4_U/VpZmTNsHs5I/AAAAAAAAB3o/s_ABCE0kFto/s400/shutterstock_228137794.jpg" width="400" /></a></div>
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<span style="background-color: white;">Reportedly the most depressing day of the year, Blue Monday
typically falls on the third Monday of January and is said to be the result of
the festive <span style="mso-no-proof: yes;">come-down</span> and the reality of
returning to work. Did you find yourself groaning about another Monday in the
office this morning? <span style="mso-no-proof: yes;">Chances are, Blue Monday is
not to blame. Have you considered that maybe it’s time for a <span style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial;">career change</span>?</span><o:p></o:p></span></div>
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<span style="background-color: white;">If it <span style="mso-no-proof: yes;">isn’t</span> work <span style="mso-no-proof: yes;">that’s</span> getting you down, <span style="mso-no-proof: yes;">Dr</span> Cliff Arnall (the psychologist behind the
original study that highlighted Blue Monday as the most depressing day of the
year) has some top tips for increasing motivation and happiness at this time of
the year. <o:p></o:p></span></div>
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<div class="MsoListParagraph" style="margin-bottom: .0001pt; margin-bottom: 0cm; margin-left: 35.7pt; margin-right: 0cm; margin-top: 3.0pt; mso-list: l0 level1 lfo1; text-indent: -17.85pt;">
<!--[if !supportLists]--><span style="background-color: white;"><span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]--><b style="mso-bidi-font-weight: normal;">Be your
authentic self</b> – stop pretending to be somebody that <span style="mso-no-proof: yes;">you’re</span> not. Embrace your <span style="mso-no-proof: yes;">real</span> personality and your true hopes and
dreams, and live your authentic life. If this means giving up your day job and
pursuing your childhood dreams, then so be it. Don’t squash yourself into a
predetermined mould.<o:p></o:p></span></div>
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<!--[if !supportLists]--><span style="background-color: white;"><span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]--><b style="mso-bidi-font-weight: normal;">Get rid
of toxic people </b>– negative people bringing you down? Then <span style="mso-no-proof: yes;">it is</span> time to remove them from your life. <span style="mso-no-proof: yes;">While</span> we may feel we <span style="mso-no-proof: yes;">are</span> harsh cutting out toxic people from our lives, it is better for
our wellbeing in the long run. Positivity and encouragement are key from
friends and family.<o:p></o:p></span></div>
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<!--[if !supportLists]--><span style="background-color: white;"><span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]--><b style="mso-bidi-font-weight: normal;"><span style="mso-no-proof: yes;">Simply</span> decide and choose to be happy </b>– a
favourite quote from the famous bard, “Tis nothing good or <span style="mso-no-proof: yes;">bad</span> but thinking makes it so” – Shakespeare.
Take charge of your thoughts. Happiness is not something to <span style="mso-no-proof: yes;">be found</span> or to be sought after. You just decide
and take action.<b style="mso-bidi-font-weight: normal;"><o:p></o:p></b></span></div>
<div class="MsoListParagraph" style="margin-bottom: .0001pt; margin-bottom: 0cm; margin-left: 35.7pt; margin-right: 0cm; margin-top: 3.0pt; mso-list: l0 level1 lfo1; text-indent: -17.85pt;">
<!--[if !supportLists]--><span style="background-color: white;"><span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]--><b style="mso-bidi-font-weight: normal;">Understand
your goals </b>– <span style="mso-no-proof: yes;">Dr</span> Cliff Arnall advises
a little bit of self-reflection and forward thinking - sit down with a piece of
paper and title it “I choose to…”. Follow it up with goals you want to achieve
throughout the year, whether this will be <span style="mso-no-proof: yes;">to learn
a new sport or travel to your dream destination</span>. <span style="mso-no-proof: yes;">While</span> these may seem similar to New Year’s Resolutions, heading the
sheet with a self-declaration enables you to take responsibility for your
actions, motivating you <span style="mso-no-proof: yes;">to really take</span>
them forward in the following year.<o:p></o:p></span></div>
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<span style="background-color: white;">Speaking to the BBC in 2012, Arnall said he was keen to use
the day as a “springboard into looking at what <span style="mso-no-proof: yes;">actually
</span>matters in our lives”, a sentiment that aligns perfectly with reassessing
your work-life balance. Do you need a <span style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial;">career change</span>? Does work fulfil you as a person?
Are you suppressing a life’s dream that you’ve always wanted to pursue? Instead
of accepting Blue Monday as the most depressing day of the year, why not use it
as an excuse to start pushing yourself to achieve what you’ve always wanted?<o:p></o:p></span></div>
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<br /></div>
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<span style="background-color: white;"><span style="mso-no-proof: yes;">While</span> many feel <span style="mso-no-proof: yes;">it’s</span> too late to switch directions, with the
proper coaching and industry expertise, <span style="mso-no-proof: yes;">it is</span>
entirely possible to achieve your dreams. <span style="mso-no-proof: yes;">As
part of the Baker Coaching New Years resolution, we have created a new online
career coaching package called ‘Project Star’. This is an engaging and thorough
<span style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial;">career coaching</span>
programme that operates on a three step basis, guiding you through who you <i style="mso-bidi-font-style: normal;">really</i> are as a person, what <span style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial;">career change</span> would
fulfil you fully and how to go about getting there.</span> If you are looking
to Explore, Dream and Discover a new year in 2016 why not <span style="mso-no-proof: yes;">get in touch so you can be part of this</span> new <span style="mso-no-proof: yes;">programme</span> when it launches towards to the end
of this month. <o:p></o:p></span></div>
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<span style="background-color: white;"><b>Don’t box yourself in and sell yourself short – harness the
Blue Monday buzz and get in touch today about maximising your <span style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial;">career change</span> potential.
Call 01638 751087, email <a href="mailto:jennifer@jenniferbakercoach.co.uk">jennifer@jenniferbakercoach.co.uk</a><span class="MsoHyperlink">.</span></b></span> <o:p></o:p></div>
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Anonymoushttp://www.blogger.com/profile/05598538422842681550noreply@blogger.com0tag:blogger.com,1999:blog-2193055656589111982.post-86378118616380405122015-12-04T08:40:00.001+00:002015-12-04T08:40:55.992+00:00People Spend More Time on Planning their Holidays than their Life!<div class="MsoNormal">
<span style="font-family: Verdana, sans-serif;">Work is one of the most significant and time-consuming
elements of many people's lives. It’s also the area where people most often
feel dissatisfied and unfulfilled. <i><span style="color: blue;">The average person will spend 40 to 50 years
of their life at work. That's too long to spend in the wrong job.</span></i></span></div>
<div class="MsoNormal">
<span style="font-family: Verdana, sans-serif;"><o:p></o:p></span></div>
<table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: right; margin-left: 1em; text-align: right;"><tbody>
<tr><td style="text-align: center;"><a href="http://2.bp.blogspot.com/-XRMjctHpwt4/VmFQv2rjZ9I/AAAAAAAAB3E/K7OOG50PMTk/s1600/shutterstock_1082448.jpg" imageanchor="1" style="clear: right; margin-bottom: 1em; margin-left: auto; margin-right: auto;"><img border="0" height="133" src="http://2.bp.blogspot.com/-XRMjctHpwt4/VmFQv2rjZ9I/AAAAAAAAB3E/K7OOG50PMTk/s200/shutterstock_1082448.jpg" width="200" /></a></td></tr>
<tr><td class="tr-caption" style="text-align: center;">Don't feel trapped in your career you can take control</td></tr>
</tbody></table>
<div class="MsoNormal">
<span style="font-family: Verdana, sans-serif;"><br /></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: Verdana, sans-serif;">Continuous professional
development is a key requirement for success in any field. It is vital to
manage yourself and continuously raise the bar to improve both your personal
and professional skills.<o:p></o:p></span></div>
<div class="MsoBodyText2">
<span style="font-family: Verdana, sans-serif;"><br /></span></div>
<div class="MsoBodyText2">
<span style="font-family: Verdana, sans-serif;">The majority of people describe their career as “a series of
fairly random events”. How then, do some
people have really successful and fulfilling careers? The answer is, they take
control by:<o:p></o:p></span></div>
<div class="MsoBodyText2" style="margin: 6pt 0cm 6pt 18pt; text-indent: -18pt;">
</div>
<ul>
<li><span style="font-family: Verdana, sans-serif; text-indent: -18pt;">Having a
clear insight into their personal goals</span></li>
<li><span style="font-family: Verdana, sans-serif; text-indent: -18pt;">Understanding
their own personal characteristics (strengths/weaknesses) and seek to grow and
develop</span></li>
<li><span style="font-family: Verdana, sans-serif; text-indent: -18pt;">Understanding
what motivates them</span></li>
<li><span style="font-family: Verdana, sans-serif; text-indent: -18pt;">Find a range
of ways to show how they add value to the organisation</span></li>
<li><span style="font-family: Verdana, sans-serif; text-indent: -18pt;">Understanding
how others perceive them and actively manage these perceptions</span></li>
<li><span style="font-family: Verdana, sans-serif; text-indent: -18pt;">Learning how
to adapt their jobs and keep improving them</span></li>
</ul>
<span style="font-family: Verdana, sans-serif; text-indent: -18pt;">In order to
determine your drivers and to shape your future aspirations it is important to
analyse and reflect on your career to date. </span><br />
<div class="MsoBodyText2" style="margin: 6pt 0cm 6pt 18pt; text-indent: -18pt;">
<span style="font-family: Verdana, sans-serif; text-indent: -18pt;">You can start this process by
creating a <span style="color: blue;">Career Timeline</span>: draw a horizontal line and divide this into intervals
appropriate to the length of your working life e.g. 1, 3, 5, 10 years. Then note
high points,</span><span style="font-family: Verdana, sans-serif; text-indent: -18pt;">
above the line, low points, below it. Draw a line to join both the high and low
points together to reflect your career history. Then answer these questions:</span></div>
<div class="MsoBodyText2" style="margin: 6pt 0cm 6pt 18pt; text-indent: -18pt;">
</div>
<ul>
<li><span style="font-family: Verdana, sans-serif; text-indent: -18pt;">What trends
are apparent?</span></li>
<li><span style="font-family: Verdana, sans-serif; text-indent: -18pt;">What do you
remember most about the high and low points?</span></li>
<li><span style="font-family: Verdana, sans-serif; text-indent: -18pt;">How have the
high and low points impacted on your career path i.e. the choices you have
made?</span></li>
<li><span style="font-family: Verdana, sans-serif; text-indent: -18pt;">What was the
most significant point in your career?</span></li>
</ul>
<span style="font-family: Verdana, sans-serif; text-indent: -18pt;">As you journey through life you will need to proactively
continue to evaluate and adjust your career plans in response to external
factors – such as changes in the workplace, a change in your interests or a
change in your life circumstances.</span><br />
<div class="MsoNormal">
<span style="font-family: Verdana, sans-serif;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: Verdana, sans-serif;">Recognising the high and low points will help you examine the
choices you made and consider the thought process you went through. You cannot
change the past but you can decide how you let it influence and inspire your
future.</span></div>
<div class="MsoNormal">
<o:p></o:p></div>
Anonymoushttp://www.blogger.com/profile/05598538422842681550noreply@blogger.com0tag:blogger.com,1999:blog-2193055656589111982.post-61528186089196259682015-11-11T06:28:00.001+00:002015-11-11T06:28:59.445+00:00Appraisals aren't just for Bosses<div class="MsoNormal">
As year-end
approaches many organisations will be embarking on annual appraisals. The process is often seen as little more than
a tick box exercise with the same comments reported each year with little
significant meaning resulting in a thankless task. HR spend a lot of time coercing people into
doing them while managers look for a variety of other priorities to delay the
process, often resulting in appraisals being incomplete or rarely done.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: right; margin-left: 1em; text-align: right;"><tbody>
<tr><td style="text-align: center;"><a href="http://2.bp.blogspot.com/-lCLtvls4xEw/VkLfWDTdc1I/AAAAAAAAB2k/GWx5wX9Dmlg/s1600/shutterstock_200630474%2Bcopy.jpg" imageanchor="1" style="clear: right; margin-bottom: 1em; margin-left: auto; margin-right: auto;"><img border="0" height="200" src="http://2.bp.blogspot.com/-lCLtvls4xEw/VkLfWDTdc1I/AAAAAAAAB2k/GWx5wX9Dmlg/s200/shutterstock_200630474%2Bcopy.jpg" width="200" /></a></td></tr>
<tr><td class="tr-caption" style="text-align: center;">Proactively Develop Your Career</td></tr>
</tbody></table>
<div class="MsoNormal">
For many managers
and employees alike they hate the thought of them finding it an uncomfortable
practice, undertaken for the wrong reasons and from the wrong perspective. This
can result in putting the manager and the employee on opposing sides. The employee may feel defensive or expect an
unfair review.</div>
<div class="MsoNormal">
<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
If done right however
appraisals can be an invaluable feedback tool for managers and a powerful tool
for developing your career. <o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Utilise the
appraisal process as an opportunity to raise your profile, to be formally and
officially recognised. Here are a few
things you can do:<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoListParagraphCxSpFirst" style="mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
<!--[if !supportLists]--><span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-bidi-font-weight: bold; mso-fareast-font-family: Symbol;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; font-stretch: normal;">
</span></span><!--[endif]-->Well in
advance ask for a copy of the appraisal form. Become familiar with it. If
necessary clarify with your line manager and/or HR any sections you don’t
understand.<o:p></o:p></div>
<div class="MsoListParagraphCxSpFirst" style="mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
<br /></div>
<div class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
<!--[if !supportLists]--><span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-bidi-font-weight: bold; mso-fareast-font-family: Symbol;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; font-stretch: normal;">
</span></span><!--[endif]-->Ideally
you should have received confirmation of your yearly objectives. Have the strategy or any processes changed
making them no longer relevant or obsolete? <o:p></o:p></div>
<div class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
<br /></div>
<div class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
<!--[if !supportLists]--><span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-bidi-font-weight: bold; mso-fareast-font-family: Symbol;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; font-stretch: normal;">
</span></span><!--[endif]-->Without
blame or being harsh on yourself, objectively and critically evaluate your own
reasons for any shortfalls. If you haven’t met your targets have you had access
to the right resources? Start to think about how you could go about achieving
these targets in the coming year. What could you do differently?<o:p></o:p></div>
<div class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
<br /></div>
<div class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
<!--[if !supportLists]--><span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-bidi-font-weight: bold; mso-fareast-font-family: Symbol;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; font-stretch: normal;">
</span></span><!--[endif]-->Against
your key objectives complete a self-assessment and determine your development
needs. Assess your skills, knowledge and experience required to do your job
satisfactorily and assess the same criteria to achieve above expectations. <span style="text-indent: -18pt;">Identify
your strengths as well as any gaps. Start to think about how to proactively
develop any short falls.</span></div>
<div class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
<o:p></o:p></div>
<div class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
<br /></div>
<div class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
<!--[if !supportLists]--><span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-bidi-font-weight: bold; mso-fareast-font-family: Symbol;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; font-stretch: normal;">
</span></span><!--[endif]-->Are you
ready and capable of taking on more responsibility? Are you ready to step up?
What else could you do in the coming year to add more value to your
organisation?<o:p></o:p></div>
<div class="MsoListParagraphCxSpLast">
<br /></div>
<div class="MsoNormal">
The appraisal
process is not an exclusive tool for managers to assess performance, be
proactive and manage your career by taking ownership of your appraisal, thereby
ensuring it is meaningful and worthwhile.<o:p></o:p></div>
<br />
<div class="MsoNormal">
<br /></div>
Anonymoushttp://www.blogger.com/profile/05598538422842681550noreply@blogger.com0tag:blogger.com,1999:blog-2193055656589111982.post-2131182884666481382015-10-06T10:36:00.000+01:002015-10-06T10:36:53.598+01:00The Core Beliefs of Highly Successful People
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<div style="background: white; margin-bottom: .0001pt; margin-bottom: 0cm;">
<span style="color: black; font-family: Calibri;">As you progress in your career the
world of business can at times be ruthless, and even the most successful of
individuals will at some point fail. With possible difficulties lying around
every corner, what is it then that sets highly successful people apart from the
rest of the flock? Undoubtedly, it is their self-belief and resilience to
overcome even the worst of situations</span></div>
<div style="background: white; margin-bottom: .0001pt; margin-bottom: 0cm;">
<br /></div>
<div style="background: white; margin-bottom: .0001pt; margin-bottom: 0cm;">
<span style="color: black; font-family: Calibri;">Making mistakes is not the important
part – it's the getting up, dusting yourself off and moving on that counts.
Many great historical figures have commented on failure and success and the
intimate relationships between the two; Winston Churchill famously said
'success is stumbling from failure to failure with no loss of enthusiasm', and
it's an attitude reminiscent of this that has pushed renowned business figures
like Deborah Meaden and Richard Branson.</span></div>
<div style="background: white; margin-bottom: .0001pt; margin-bottom: 0cm;">
<br /></div>
<div style="background: white; margin-bottom: .0001pt; margin-bottom: 0cm;">
<span style="color: black; font-family: Calibri;">Deborah Meaden experienced failure
early on, after setting up a glass and ceramics export agency that ultimately
failed after 18 months. Deborah said: 'I consider it a failure to slog on with
a business that is going to die sooner rather than later. And that's a skill
I've had from my very, very early days. A lot of people are blinded. They
think, “I can't give this up. I'd feel like a failure.”'</span></div>
<div style="background: white; margin-bottom: .0001pt; margin-bottom: 0cm;">
<br /></div>
<div style="background: white; margin-bottom: .0001pt; margin-bottom: 0cm;">
<span style="color: black; font-family: Calibri;">Richard Branson has also experienced a
multitude of failed ventures throughout the years, but champions his team's
resilience to push through as the basis for his success. He credits recognising
mistakes and recovering as essential skills for any successful entrepreneur,
saying 'over the years, my team and I have not let mistakes, failures or
mishaps get us down. Instead, even when a venture had failed, we try to look
for opportunities, to see whether we can capitalise on another gap in the
market'.</span></div>
<div style="background: white; margin-bottom: .0001pt; margin-bottom: 0cm;">
<br /></div>
<div style="background: white; margin-bottom: .0001pt; margin-bottom: 0cm;">
<span style="color: black; font-family: Calibri;">Branson raises an excellent point, and
one that is key to the growth of highly successful people; if you do experience
failure, take a step back and see how you can turn the experience into
something fruitful and productive. Whether it's just recognising where you went
wrong and how to remedy this in the future, or using the situation as a base to
progress in another direction, maximising on your mistakes will go a long way
to you becoming highly successful in your chosen career.</span></div>
<div style="background: white; margin-bottom: .0001pt; margin-bottom: 0cm;">
<br /></div>
<div class="separator" style="clear: both; text-align: center;">
<a href="http://1.bp.blogspot.com/-R2L9c4QmWCA/VhOVfI4dT2I/AAAAAAAAB2A/cMQyUwJYJRk/s1600/shutterstock_290608073.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="210" src="http://1.bp.blogspot.com/-R2L9c4QmWCA/VhOVfI4dT2I/AAAAAAAAB2A/cMQyUwJYJRk/s320/shutterstock_290608073.jpg" width="320" /></a></div>
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Anonymoushttp://www.blogger.com/profile/05598538422842681550noreply@blogger.com0tag:blogger.com,1999:blog-2193055656589111982.post-51080270444874130502015-09-28T12:22:00.003+01:002015-09-28T12:22:54.702+01:00Hundreds of Applications and No Interview? Here’s How To Get A Job<style>
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<span style="font-family: Calibri; font-size: 11.0pt; mso-fareast-font-family: Cambria; mso-fareast-theme-font: minor-latin;">Submitted
hundreds of applications and had no success? Been told ‘thanks, but no thanks’
one too many times? Whatever it is, something in your job application process
may need to change. Here are some top tips on how to maximise your opportunity
and increase your chances of securing an interview.</span><br />
<br />
<div class="separator" style="clear: both; text-align: center;">
<a href="http://1.bp.blogspot.com/-bG6ZTYrM75w/Vgki9hbzgXI/AAAAAAAAB1s/LZVW1ZQhFu0/s1600/untitled%255B3%255D.png" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="256" src="http://1.bp.blogspot.com/-bG6ZTYrM75w/Vgki9hbzgXI/AAAAAAAAB1s/LZVW1ZQhFu0/s320/untitled%255B3%255D.png" width="320" /></a></div>
</div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: Calibri; font-size: 11.0pt; mso-fareast-font-family: Cambria; mso-fareast-theme-font: minor-latin;">Utilise Social Media</span></b></div>
<div class="MsoNormal">
<span style="font-family: Calibri; font-size: 11.0pt; mso-fareast-font-family: Cambria; mso-fareast-theme-font: minor-latin;">Don’t shy
away from social media – embrace the digital age and utilise its potential. If
you don’t already have one, set up a professional LinkedIn account, and if you
do have one, take some time to bolster your details with case studies and
examples of your work. <span style="mso-spacerun: yes;"> </span>Ask respected
colleagues for genuine recommendations and make sure you return the compliment.
Without stalking people seek out good connections within your desired industry
and don’t be too shy to say hello. Join groups within your targeted sector and
join in the discussions and start creating dialogues. Proactively post comments
on interesting articles. Find companies you’re interested in and Follow them. LinkedIn
is made for making connections, so get linking.</span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: Calibri; font-size: 11.0pt; mso-fareast-font-family: Cambria; mso-fareast-theme-font: minor-latin;">Create a Professional Blog</span></b></div>
<div class="MsoNormal">
<span style="font-family: Calibri; font-size: 11.0pt; mso-fareast-font-family: Cambria; mso-fareast-theme-font: minor-latin;">Think
blogging is just for budding journalists or the fashion savvy? Think again. A
good professional blog can showcase not only your interests within your
industry’s arena, but also your knowledge through detailed case studies of what
you’ve already achieved. The content posted on your blog can also be pushed out
via LinkedIn, offering ample opportunity for leaders in your sector to interact
and be impressed. </span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: Calibri; font-size: 11.0pt; mso-fareast-font-family: Cambria; mso-fareast-theme-font: minor-latin;">Find a Good Recruitment Company</span></b></div>
<div class="MsoNormal">
<span style="font-family: Calibri; font-size: 11.0pt; mso-fareast-font-family: Cambria; mso-fareast-theme-font: minor-latin;">Take the
time to seek out a good recruitment company that will serve your best
interests, and not just routinely process you with faceless online forms and
automated emails. Find a company that excels within your industry to make the most
of their existing contacts. Be sure the recruitment company you choose is
putting as much effort into finding you a job as you are.</span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: Calibri; font-size: 11.0pt; mso-fareast-font-family: Cambria; mso-fareast-theme-font: minor-latin;">Target Specific Managers</span></b></div>
<div class="MsoNormal">
<span style="font-family: Calibri; font-size: 11.0pt; mso-fareast-font-family: Cambria; mso-fareast-theme-font: minor-latin;">Out-dated
and generic – ‘To Whom It May Concern’ may be killing your application before
it has even begun. Take the time to identify the specific manager who you’d be
working under and address them directly in a personalised and tailored covering
letter. Do some research into their on-going work and generate a current
conversation – something they’d be interested in following up on. </span></div>
Anonymoushttp://www.blogger.com/profile/05598538422842681550noreply@blogger.com0tag:blogger.com,1999:blog-2193055656589111982.post-17468337021561393362015-09-07T09:06:00.001+01:002015-09-07T09:06:14.702+01:00Myth or Reality: Can you really find the perfect work-life balance?<div class="MsoNormal">
<span style="font-family: inherit;">With most people coming to the end of their much deserved
summer holiday break, you may find you’re either in the camp of returning to
work feeling fully refreshed or dreading the thought and telling yourself
things need to change. </span></div>
<div class="MsoNormal">
<span style="font-family: inherit;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: inherit;">If you’re in the latter camp, you’ll be trying to figure out
how to stop working long hours, weekends or reading emails late at night. You’ll
be wanting to work out how to create more time to take up exercise, or to eat
healthier and spend time with your partner and family. Perhaps you just want to
take time for you in an effort to reduce stress. The way you deal with your
situation will either exacerbate things or help you achieve a good work-life balance.
<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: inherit;"><br /></span></div>
<div class="separator" style="clear: both; text-align: center;">
<a href="http://1.bp.blogspot.com/-jgSee3roeZk/Ve1Fan6p__I/AAAAAAAAB1I/AYaAvs-Q_wE/s1600/166274916.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="239" src="http://1.bp.blogspot.com/-jgSee3roeZk/Ve1Fan6p__I/AAAAAAAAB1I/AYaAvs-Q_wE/s320/166274916.jpg" width="320" /></a></div>
<div class="MsoNormal">
<span style="font-family: inherit;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: inherit;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: inherit;">One of the quickest things you can do to move towards a
better balance is learning how to say no. You may believe you have no choice,
but if you really think about it, you do.
It’s not about flatly refusing, but instead saying no in a more
empowered way. Here are some options:<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: inherit;"><br /></span></div>
<div class="MsoListParagraphCxSpFirst" style="mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
</div>
<ul>
<li><span style="font-family: inherit; text-indent: -18pt;">-</span><span style="font-family: inherit; font-stretch: normal; text-indent: -18pt;">
</span><span style="font-family: inherit; text-indent: -18pt;">Negotiate deadlines</span></li>
<li><span style="font-family: inherit; text-indent: -18pt;">-</span><span style="font-family: inherit; font-stretch: normal; text-indent: -18pt;">
</span><span style="font-family: inherit; text-indent: -18pt;">Delegate more</span></li>
<li><span style="font-family: inherit; text-indent: -18pt;">-</span><span style="font-family: inherit; font-stretch: normal; text-indent: -18pt;">
</span><span style="font-family: inherit; text-indent: -18pt;">Leave the office 1 day a week at 530pm</span></li>
<li><span style="background-color: white; font-family: inherit; text-indent: -18pt;">-</span><span style="background-color: white; font-family: inherit; font-stretch: normal; text-indent: -18pt;">
</span><span style="background-color: white; font-family: inherit; text-indent: -18pt;">Work from home</span></li>
</ul>
<!--[if !supportLists]--><br />
<div style="background: white; margin-top: 0cm; mso-background-themecolor: background1; vertical-align: baseline;">
<span style="color: windowtext; line-height: 107%;"><span style="font-family: inherit;">What’s stopping you? If you answer honestly, this is the real
contributing factor to your state of work-life balance. </span></span><span style="color: windowtext; line-height: 107%;"><span style="font-family: inherit;"> </span></span><span style="color: windowtext; line-height: 107%;"><span style="font-family: inherit;">If we don’t proactively manage ourselves, that’s when our
work-life balance gets out of kilter and stress can become chronic. Human energy is the most critical resource we
have. Energy diminishes both with over use and also under use. Energy
expenditure must be balanced with intermittent energy renewal.<br /> </span></span><span style="color: windowtext; line-height: 107%;"><span style="font-family: inherit;"> </span></span></div>
<div style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; margin-top: 0cm; vertical-align: baseline;">
<span style="color: windowtext; line-height: 107%;"><span style="font-family: inherit; font-size: small;">Some new workplace practices are increasingly being utilised
to proactively manage stress and improve work life balance. Some of these include:</span></span></div>
<br />
<div class="MsoListParagraphCxSpFirst" style="mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
</div>
<ul>
<li><span style="font-family: inherit; text-indent: -18pt;">-</span><span style="font-family: inherit; font-stretch: normal; text-indent: -18pt;">
</span><span style="font-family: inherit; text-indent: -18pt;">Taking recovery breaks every 90-120 minutes</span></li>
<li><span style="font-family: inherit; text-indent: -18pt;">-</span><span style="font-family: inherit; font-stretch: normal; text-indent: -18pt;">
</span><span style="font-family: inherit; text-indent: -18pt;">Increase your capability to think clearly and
rehydrate the brain - reduce caffeine and increase water intake</span></li>
<li><span style="font-family: inherit; text-indent: -18pt;">-</span><span style="font-family: inherit; font-stretch: normal; text-indent: -18pt;">
</span><span style="font-family: inherit; text-indent: -18pt;">Eat slow-release energy food</span></li>
<li><span style="font-family: inherit; text-indent: -18pt;">-</span><span style="font-family: inherit; font-stretch: normal; text-indent: -18pt;">
</span><span style="font-family: inherit; text-indent: -18pt;">Limit meetings to 30 minutes</span></li>
</ul>
<!--[if !supportLists]--><br />
<div class="MsoNormal" style="background: white;">
<span style="font-family: inherit;">Four things I’d like to ask:<o:p></o:p></span></div>
<div class="MsoNormal" style="background: white; margin-left: 18.0pt;">
<span style="font-family: inherit;">1. What could
you do to maximise your energy?<o:p></o:p></span></div>
<div class="MsoNormal" style="background: white; margin-left: 18.0pt;">
<span style="font-family: inherit;">2. What are your
barriers?<o:p></o:p></span></div>
<div class="MsoNormal" style="background: white; margin-left: 18.0pt;">
<span style="font-family: inherit;">3. What are 3
options to overcome these?<o:p></o:p></span></div>
<div class="MsoNormal" style="background: white; margin-left: 18.0pt;">
<span style="font-family: inherit;">4. What will you
choose to do differently?<o:p></o:p></span></div>
<div class="MsoNormal" style="background: white; margin-left: 18.0pt;">
<span style="font-family: inherit;"><br /></span></div>
<br />
<div class="MsoNormal" style="background: white;">
<span style="font-family: inherit;">By enacting just one new step over
30 days, you’ll develop a new habit that will benefit your working career.
Before you know it be on the path to less stress and better work-life balance.</span><o:p></o:p></div>
<br />
<div class="MsoNormal" style="background: white;">
<o:p></o:p></div>
<div style="height: 0px;">
<br /></div>
Anonymoushttp://www.blogger.com/profile/05598538422842681550noreply@blogger.com0tag:blogger.com,1999:blog-2193055656589111982.post-9032852079689300152015-08-24T11:01:00.000+01:002015-08-24T11:01:15.330+01:00How To Achieve Maximum Engagement and Increase Motivation<div class="MsoNormal">
<span style="font-family: inherit;">I often find leaders despair about how to get more from
their teams. In frustration they cite "we provide great incentives such as
bonuses, flexitime, extra holidays and it seemingly has little impact…" A
global study by Gallup (2013) found that only 13% of employees are engaged in
their job, meaning that they are emotionally invested in and focused on creating
value for their organisations every day.<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: inherit;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: inherit;"><span style="mso-bidi-font-weight: bold;">Full engagement is
critical to growth and maximising performance. </span>A further study found businesses
with the highest engagement scores averaged 18% higher productivity than those
with the lowest engagement scores.<span style="mso-bidi-font-weight: bold;"><o:p></o:p></span></span></div>
<div class="MsoNormal">
<span style="font-family: inherit;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: inherit;"><span style="mso-bidi-font-weight: bold;">Some of the key
points that impact engagement include the boss, the individuals themselves, other
people and team dynamics, organisation strategy, culture of the organisation
and communication. This last point is interesting considering that in a</span> recent
survey published by Harvard Business Review (2015), 91% of employees said communication issues are seriously demotivating. Some of the other top issues being cited
included:<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: inherit;"><br /></span></div>
<div class="MsoListParagraphCxSpFirst" style="margin-left: 18.0pt; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
<!--[if !supportLists]--><span style="font-family: inherit;"><span style="mso-ascii-font-family: Calibri; mso-bidi-font-family: Calibri; mso-fareast-font-family: Calibri; mso-hansi-font-family: Calibri;"><span style="mso-list: Ignore;">-<span style="font-size: 7pt; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;">
</span></span></span><!--[endif]-->Not recognising employee achievement<o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle" style="margin-left: 18.0pt; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
<!--[if !supportLists]--><span style="font-family: inherit;"><span style="mso-ascii-font-family: Calibri; mso-bidi-font-family: Calibri; mso-fareast-font-family: Calibri; mso-hansi-font-family: Calibri;"><span style="mso-list: Ignore;">-<span style="font-size: 7pt; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;">
</span></span></span><!--[endif]-->Not giving clear direction<o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle" style="margin-left: 18.0pt; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
<!--[if !supportLists]--><span style="font-family: inherit;"><span style="mso-ascii-font-family: Calibri; mso-bidi-font-family: Calibri; mso-fareast-font-family: Calibri; mso-hansi-font-family: Calibri;"><span style="mso-list: Ignore;">-<span style="font-size: 7pt; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;">
</span></span></span><!--[endif]-->Not making time to meet <o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle" style="margin-left: 18.0pt; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
<!--[if !supportLists]--><span style="font-family: inherit;"><span style="mso-ascii-font-family: Calibri; mso-bidi-font-family: Calibri; mso-fareast-font-family: Calibri; mso-hansi-font-family: Calibri;"><span style="mso-list: Ignore;">-<span style="font-size: 7pt; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;">
</span></span></span><!--[endif]-->Not offering constructive feedback<o:p></o:p></span></div>
<div class="MsoListParagraphCxSpLast" style="margin-left: 18.0pt; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
<!--[if !supportLists]--><span style="font-family: inherit;"><span style="mso-ascii-font-family: Calibri; mso-bidi-font-family: Calibri; mso-fareast-font-family: Calibri; mso-hansi-font-family: Calibri;"><span style="mso-list: Ignore;">-<span style="font-size: 7pt; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;">
</span></span></span><!--[endif]-->Not knowing employees names<o:p></o:p></span></div>
<div class="MsoListParagraphCxSpLast" style="margin-left: 18.0pt; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
<span style="font-family: inherit;"><br /></span></div>
<table align="center" cellpadding="0" cellspacing="0" class="tr-caption-container" style="margin-left: auto; margin-right: auto; text-align: center;"><tbody>
<tr><td style="text-align: center;"><a href="http://2.bp.blogspot.com/-wmJjaq9SmCw/Vdrq_bFUGrI/AAAAAAAAB0o/-ad6SKFUNAI/s1600/dreamstime_xl_56274552.jpg" imageanchor="1" style="margin-left: auto; margin-right: auto;"><img border="0" height="245" src="http://2.bp.blogspot.com/-wmJjaq9SmCw/Vdrq_bFUGrI/AAAAAAAAB0o/-ad6SKFUNAI/s400/dreamstime_xl_56274552.jpg" width="400" /></a></td></tr>
<tr><td class="tr-caption" style="text-align: center;">How do we get the best out of ourselves and our employees?</td></tr>
</tbody></table>
<div class="MsoListParagraphCxSpLast" style="margin-left: 18.0pt; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
<span style="font-family: inherit;"><br /></span></div>
<div class="MsoListParagraphCxSpLast" style="margin-left: 18.0pt; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
<span style="font-family: inherit;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: inherit;">The big question
organisations want to k</span><span style="font-family: inherit;">now is how to achieve maximum engagement and increase motivation. At a fundamental level people want to
know ‘what’s in it for me?’ Career aspects such as financial security, working in a great team, career opportunities, </span>being<span style="font-family: inherit;"> challenged,
flexibility and being able to see how their job makes a difference are all key to maximising
engagement.</span></div>
<div class="MsoNormal">
<span style="font-family: inherit;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: inherit;"><o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: inherit;"><span style="mso-bidi-font-weight: bold;">Leaders and managers
should of course expect high performance and contribution
from employees. However, full engagement </span>occurs with an alignment of maximum
job satisfaction and job contribution. Here are some factors to think about to influence
engagement and motivation:<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: inherit;"><br /></span></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0cm; margin-left: 18.0pt; margin-right: 0cm; margin-top: 0cm; mso-list: l1 level1 lfo2; tab-stops: list 18.0pt 36.0pt; text-indent: -18.0pt;">
<!--[if !supportLists]--><span style="font-family: inherit;"><span style="mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;">1.<span style="font-size: 7pt; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span></span><!--[endif]-->What
impact does our leadership style have on how employees feel? Does it hinder or
enable best performance?<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0cm; margin-left: 18.0pt; margin-right: 0cm; margin-top: 0cm; mso-list: l1 level1 lfo2; tab-stops: list 18.0pt 36.0pt; text-indent: -18.0pt;">
<!--[if !supportLists]--><span style="font-family: inherit;"><span style="mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;">2.<span style="font-size: 7pt; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span></span><!--[endif]-->Wellbeing
- how do staff feel about pressure and the balance between work and home life?<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0cm; margin-left: 18.0pt; margin-right: 0cm; margin-top: 0cm; mso-list: l1 level1 lfo2; tab-stops: list 18.0pt 36.0pt; text-indent: -18.0pt;">
<!--[if !supportLists]--><span style="font-family: inherit;"><span style="mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;">3.<span style="font-size: 7pt; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span></span><!--[endif]-->Personal
growth: to what extent do staff feel they are stretched and challenged by
their job?<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0cm; margin-left: 18.0pt; margin-right: 0cm; margin-top: 0cm; mso-list: l1 level1 lfo2; tab-stops: list 18.0pt 36.0pt; text-indent: -18.0pt;">
<!--[if !supportLists]--><span style="font-family: inherit;"><span style="mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;">4.<span style="font-size: 7pt; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span></span><!--[endif]-->My
manager: how do staff feel towards their immediate boss?<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0cm; margin-left: 18.0pt; margin-right: 0cm; margin-top: 0cm; mso-list: l1 level1 lfo2; tab-stops: list 18.0pt 36.0pt; text-indent: -18.0pt;">
<!--[if !supportLists]--><span style="font-family: inherit;"><span style="mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;">5.<span style="font-size: 7pt; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span></span><!--[endif]-->My
company: how do people feel about the company they work for?<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0cm; margin-left: 18.0pt; margin-right: 0cm; margin-top: 0cm; mso-list: l1 level1 lfo2; tab-stops: list 18.0pt 36.0pt; text-indent: -18.0pt;">
<!--[if !supportLists]--><span style="font-family: inherit;"><span style="mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;">6.<span style="font-size: 7pt; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span></span><!--[endif]-->My
team: how do the staff feel about their immediate colleagues?<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0cm; margin-left: 18.0pt; margin-right: 0cm; margin-top: 0cm; mso-list: l1 level1 lfo2; tab-stops: list 18.0pt 36.0pt; text-indent: -18.0pt;">
<!--[if !supportLists]--><span style="font-family: inherit;"><span style="mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;">7.<span style="font-size: 7pt; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span></span><!--[endif]-->Fair
deal: how happy is the workforce with their pay and benefits?<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
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<!--EndFragment--><br />
<div class="MsoNormal">
<span style="font-family: inherit;">Whether you’re the boss or employee, what can you do to put
engagement and motivation on the<b><i> </i></b>company wide agenda? Get this
right and get superstar performance from all your employees.</span><o:p></o:p></div>
Anonymoushttp://www.blogger.com/profile/05598538422842681550noreply@blogger.com0tag:blogger.com,1999:blog-2193055656589111982.post-27406565313909809332015-06-03T14:01:00.001+01:002015-06-03T19:06:27.988+01:00<h2>
<span style="font-family: "Times New Roman",serif;"><div style="text-align: right;">
</div>
</span></h2>
<div class="MsoNormal" style="background: white; margin-bottom: 7.5pt;">
<h2>
<span style="color: #3d85c6; font-family: Verdana, sans-serif;">
Taming the Email Beast</span></h2>
<div style="text-align: justify;">
<span style="font-family: Arial, Helvetica, sans-serif;">Today most of us are displaying
symptoms of being time starved. Feeling constantly tired, groaning at the
thought of another meeting, and particularly groaning at our in-box which is
the biggest time thief of all.<o:p></o:p></span></div>
</div>
<div class="MsoNormal" style="background: white; margin-bottom: 7.5pt;">
<div style="text-align: justify;">
<span style="font-family: Arial, Helvetica, sans-serif;">Today we’ve forgotten how emails
revolutionised communication. Enabling faster responses and better services for
our customers. Time is money so anything that can be done faster, more
efficiently has to be a good thing. Initially it felt great to keep on top of
emails in the evenings, weekends, holidays, making us feel in control.<o:p></o:p></span></div>
</div>
<div class="MsoNormal" style="background: white; margin-bottom: 7.5pt;">
<div style="text-align: justify;">
<span style="font-family: Arial, Helvetica, sans-serif;">20 years on and herein lies the
paradox emails are now the beast to tame.
Bosses, peers, teams, customers, everyone expect immediate responses and
if not chase with another email.<o:p></o:p></span></div>
<div style="text-align: justify;">
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
<table align="center" cellpadding="0" cellspacing="0" class="tr-caption-container" style="margin-left: auto; margin-right: auto; text-align: center;"><tbody>
<tr><td style="text-align: center;"><a href="http://1.bp.blogspot.com/-1PNQ6oeiaXQ/VW9Bls73haI/AAAAAAAABz4/QJ736eCtX3g/s1600/shutterstock_164788193%2Bsmall.jpg" imageanchor="1" style="margin-left: auto; margin-right: auto;"><img border="0" height="141" src="http://1.bp.blogspot.com/-1PNQ6oeiaXQ/VW9Bls73haI/AAAAAAAABz4/QJ736eCtX3g/s200/shutterstock_164788193%2Bsmall.jpg" width="200" /></a></td></tr>
<tr><td class="tr-caption" style="text-align: center;">Email Overwhelm</td></tr>
</tbody></table>
<div style="text-align: justify;">
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
</div>
<div class="MsoNormal" style="background: white; margin-bottom: 7.5pt;">
<div style="text-align: justify;">
<span style="font-family: Arial, Helvetica, sans-serif;">Research indicates businesses lose
US$650 billion p.a. due to unnecessary emails, with the average worker costing
their employer an annual US$10,000 because of distractions such as
emailing. Constantly dipping in and out
of emails increases distractions, reduces the ability to concentrate rendering
a worker less effective. From a neuro-scientific view our brains aren’t wired
to multi task, we perform better if focusing on 1 thing at a time.<o:p></o:p></span></div>
</div>
<div class="MsoNormal" style="background: white; margin-bottom: 7.5pt;">
<div style="text-align: justify;">
<span style="font-family: Arial, Helvetica, sans-serif;">Other detrimental effects include
the inability to build rapport with our work colleagues; no one makes the time
to talk with each other unless chasing an email! <o:p></o:p></span></div>
</div>
<div class="MsoNormal" style="background: white; margin-bottom: 7.5pt;">
<div style="text-align: justify;">
<span style="font-family: Arial, Helvetica, sans-serif;">Emails have created an addictive
way of behaving – stressing out “in case I miss something” and so it calls for
a radical change. Some organisations are doing just that and banning internal
email. What can you do at an individual
level?</span></div>
</div>
<div class="MsoNormal" style="background: white; margin-bottom: 7.5pt;">
</div>
<ul>
<li style="text-align: justify;"><span style="font-family: Arial, Helvetica, sans-serif; text-indent: -18pt;">Try
an email detox for 1 day of the week. Auto respond with you’re having an email
detox and please call on number...</span></li>
<li style="text-align: justify;"><span style="font-family: Arial, Helvetica, sans-serif; text-indent: -18pt;">Raise
the bar on the detox – do it for a week.</span></li>
<li style="text-align: justify;"><span style="font-family: Arial, Helvetica, sans-serif; text-indent: -18pt;">Set
up a permanent auto responder that says you will only reply to external emails</span></li>
</ul>
<div style="text-align: justify;">
<span style="background-color: white; font-family: Arial, Helvetica, sans-serif;">If these leave you feeling cold
turkey start with simple boundaries:</span></div>
<div class="MsoNormal" style="background: white; margin-bottom: 7.5pt;">
</div>
<ul>
<li style="text-align: justify;"><span style="font-family: Arial, Helvetica, sans-serif; text-indent: -18pt;">No
emails between 10am – 4pm. Pay a forfeit if you break this rule to the
company’s chosen charity.</span></li>
<li style="text-align: justify;"><span style="font-family: Arial, Helvetica, sans-serif; text-indent: -18pt;">When
you’re at home switch off the mobile.</span></li>
<li style="text-align: justify;"><span style="font-family: Arial, Helvetica, sans-serif;"><span style="text-indent: -18pt;">Set
up a self-help group “12 steps email addiction recovery programme”</span></span></li>
</ul>
<div class="MsoNormal" style="background: white; margin-bottom: 7.5pt;">
<div style="text-align: justify;">
<span style="font-family: Arial, Helvetica, sans-serif; mso-fareast-font-family: Calibri;">By
taking control of emails you’ll gain extra time, it will directly reduce stress
and increase how much you achieve each day and with that, increased job satisfaction.<o:p></o:p></span></div>
</div>
<br />
<div class="MsoListParagraph">
<br /></div>
Anonymoushttp://www.blogger.com/profile/05598538422842681550noreply@blogger.com0tag:blogger.com,1999:blog-2193055656589111982.post-15718973041604824602015-05-08T14:25:00.000+01:002015-05-08T14:27:43.799+01:00<h2>
<span style="color: #3d85c6;">Being Authentic - Managing Your Reputation</span></h2>
<table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: right; margin-left: 1em; text-align: right;"><tbody>
<tr><td style="text-align: center;"><a href="http://4.bp.blogspot.com/-E3guN7_SlKI/VUqln2Vnp9I/AAAAAAAABzA/QFyw4zbZKnY/s1600/0_20150505195900236_0_20150505195900236CCpNa.jpg" imageanchor="1" style="clear: right; margin-bottom: 1em; margin-left: auto; margin-right: auto;"><img border="0" height="183" src="http://4.bp.blogspot.com/-E3guN7_SlKI/VUqln2Vnp9I/AAAAAAAABzA/QFyw4zbZKnY/s320/0_20150505195900236_0_20150505195900236CCpNa.jpg" width="320" /></a></td></tr>
<tr><td class="tr-caption" style="text-align: center;">Be Authentic and Stand Out from the Crowd</td></tr>
</tbody></table>
<span style="background-color: white;">Being authentic starts with being self-aware and knowing what motivates you and clarity of your values. Think about people you know who are successful in their career, whether they have progressed up the career ladder or not. What are their personal attributes? What is their motivation? What drives them? </span><br />
<span style="background-color: white; text-align: center;"><br /></span>
<span style="background-color: white; text-align: center;">Motivation is the most important determining factor of satisfaction, success and longevity in any career. Where there is strong motivation there is almost limitless energy, commitment and drive to succeed. </span><br />
<div style="background: white; margin: 0cm 0cm 7.5pt;">
<br />
Research has indicated the following categories of key career motivators:<br />
<br />
<ul>
<li>Material rewards: possessions and wealth </li>
<li>Power/Influence: a position of influence, to control people and resources </li>
<li>Search for Meaning: satisfying moral, emotional or spiritual values through work </li>
<li>Expertise: high level of accomplishment and skill in a specialised field </li>
<li>Creativity: innovating as an entrepreneur or artistically </li>
<li>Affiliation: rewarding relationships with others at work </li>
<li>Security: a secure and predictable future within work </li>
<li>Status: recognition, admiration and respect </li>
</ul>
<br />
The other key factor to authenticity is living by our values. Values are the things that you believe are important in the way you live and work. The principles you live by and should determine your priorities. How would you answer these questions?<br />
<br />
<ul>
<li>How would others describe your best qualities? </li>
<li>What are the principles you live by? </li>
<li>What is important to you in your life? </li>
<li>When have you been most fulfilled and satisfied? </li>
<li>How congruent is your life with your values? Do you leave your values at home when you go to work? </li>
</ul>
<br />
Being authentic is when you and your career are aligned both with your values and motivation. You’ll find life is usually good – you're satisfied and content. But when these don't align that's when things feel wrong you’ll find the underlying commitment will not be there and a feeling of no or low motivation. Although you may sometimes need to work in situations where you can’t totally be yourself, it’s hard to keep this up long term.<br />
<br />
Successful people feel that their work is a vocation, not basing their decision only on work that is well-paid. They are authentic, with no compromise to their values and drivers. Managing your reputation and career is not a one-time decision but a series of decisions made over your lifetime. Make a commitment today and make your decisions with authenticity.</div>
Anonymoushttp://www.blogger.com/profile/05598538422842681550noreply@blogger.com0tag:blogger.com,1999:blog-2193055656589111982.post-41549701460753921962015-03-23T08:25:00.001+00:002015-03-25T18:00:22.814+00:00<div class="MsoNormal">
<h2>
<span style="color: #3d85c6; font-family: Verdana, sans-serif;">Managing Your Reputation - Making it Real</span></h2>
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<span style="font-family: Verdana, sans-serif;">The long days of winter are over and it’s time for a
personal spring renewal! If you completed the exercise last month you should
now have some clarity of your strengths and a realistic perception of how
others see you. The next steps in
building a positive reputation are to follow these 3 steps:</span></div>
<table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: right; text-align: right;"><tbody>
<tr><td style="text-align: center;"><a href="http://1.bp.blogspot.com/-s9t5SIRAiuU/VQ_NNzfacWI/AAAAAAAAByA/8F2aq4rPa3s/s1600/shutterstock_86651248.jpg" imageanchor="1" style="clear: right; margin-bottom: 1em; margin-left: auto; margin-right: auto;"><img alt="Career Planning" border="0" src="http://1.bp.blogspot.com/-s9t5SIRAiuU/VQ_NNzfacWI/AAAAAAAAByA/8F2aq4rPa3s/s1600/shutterstock_86651248.jpg" height="179" title="Managing Your Reputation" width="200" /></a></td></tr>
<tr><td class="tr-caption" style="text-align: center;">Career Planning</td></tr>
</tbody></table>
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<span style="font-family: Verdana, sans-serif;"></span><br />
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<div class="MsoListParagraphCxSpFirst" style="margin-left: 18pt; text-align: justify; text-indent: -18pt;">
<!--[if !supportLists]--><span style="font-family: Verdana, sans-serif;">1.<span style="font-stretch: normal;"> </span>Clarify: if you haven’t completed this it is
critical </span><span style="font-family: Verdana, sans-serif; text-indent: -18pt;">and is the first step in managing your reputation. You must be clear
and know your strengths—from your perspective and the perspective of others who
know you well.</span></div>
<div class="MsoListParagraphCxSpMiddle" style="margin-left: 18pt; text-align: justify;">
<span style="font-family: Verdana, sans-serif;">But what about your weaknesses? What if you don’t believe you have any
strengths? I prefer to call these development gaps. If you’re not entirely sure of your strengths,
ask for feedback from people who know you well and whose opinion you respect.
You want honest feedback no platitudes allowed!<o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle" style="margin-left: 18pt; text-align: justify;">
<span style="font-family: Verdana, sans-serif;"><br /></span></div>
<div class="MsoListParagraphCxSpMiddle" style="margin-left: 18pt; text-align: justify; text-indent: -18pt;">
<!--[if !supportLists]--><span style="font-family: Verdana, sans-serif;">2.<span style="font-stretch: normal;"> </span>Capitalise: Find opportunities that require and
will showcase your strengths. Put yourself forward for opportunities that
leverage your strengths and build your visibility. And it’s exactly the same
approach to develop any gaps. It’s by taking action and working on areas we’re
not so good at that we can gain experience, knowledge and skills – turning
weaknesses into strengths.<o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle" style="margin-left: 18pt; text-align: justify; text-indent: -18pt;">
<span style="font-family: Verdana, sans-serif;"><br /></span></div>
<div class="MsoListParagraphCxSpLast" style="margin-left: 18pt; text-align: justify; text-indent: -18pt;">
<!--[if !supportLists]--><span style="font-family: Verdana, sans-serif;">3.<span style="font-stretch: normal;"> </span>Communicate: Share your strengths effectively
in person, on paper, and online. Incorporate your strengths into your elevator
pitch, CV and online profiles. However no bragging allowed, no one likes a show-off
with no substance! Keep it real and objective. Highlight your achievements and
results. Communicate with passion showing what you enjoy.<o:p></o:p></span></div>
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<span style="font-family: Verdana, sans-serif;"><br /></span></div>
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<span style="font-family: Verdana, sans-serif;">These 3 steps are easy to remember and will ensure you have
a good game plan to maximise your reputation as part of your day-to-day
activities or with potential employers.<o:p></o:p></span></div>
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<span style="font-family: Verdana, sans-serif;"><br /></span></div>
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<span style="font-family: Verdana, sans-serif;">In today's extremely competitive environment don’t
underestimate how increasingly important it is to create a career brand. It’s
your reputation. It’s about bringing who you are
to what you do and how you do it. It’s about making your mark by
being yourself—your best self. It's what you're known for and how people
experience you.<o:p></o:p></span></div>
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<span style="font-family: Verdana, sans-serif;"><br /></span></div>
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<span style="font-family: Verdana, sans-serif;">Delivering your brand clearly and consistently will create a
memorable experience in the minds of those you interact with and can open doors
to new opportunities.<o:p></o:p></span></div>
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<span style="font-family: Verdana, sans-serif;">So what would you like to be known for? <o:p></o:p></span></div>
<br />
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<span style="font-family: Verdana, sans-serif;">Next month we’ll take a look at how to keep it real with
integrity. </span><o:p></o:p></div>
Anonymoushttp://www.blogger.com/profile/05598538422842681550noreply@blogger.com0Cambridge, Cambridgeshire CB4 0WS, UK52.235259 0.1537001000000373152.232828 0.1486576000000373 52.23769 0.15874260000003731tag:blogger.com,1999:blog-2193055656589111982.post-28727044536565965392015-02-23T09:39:00.000+00:002015-02-23T09:39:19.657+00:00<h2>
<span style="color: #0b5394; font-family: Verdana, sans-serif; font-size: small;">Manage Your Reputation </span></h2>
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<span style="font-family: Verdana, sans-serif;">This month I’d like to reflect on work recently completed
with the millennial generation. A
burning question they often ask is how to have a successful career? </span></div>
<table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: right; margin-left: 1em; text-align: right;"><tbody>
<tr><td style="text-align: center;"><a href="http://3.bp.blogspot.com/-I9icAoYsA7U/VOr0Jl3_CHI/AAAAAAAABxQ/ui1sz-koapo/s1600/Career%2BTree.jpg" imageanchor="1" style="clear: right; margin-bottom: 1em; margin-left: auto; margin-right: auto;"><img alt="" border="0" src="http://3.bp.blogspot.com/-I9icAoYsA7U/VOr0Jl3_CHI/AAAAAAAABxQ/ui1sz-koapo/s1600/Career%2BTree.jpg" height="200" title="" width="200" /></a></td></tr>
<tr><td class="tr-caption" style="text-align: center;"><b><span style="color: #0b5394; font-size: small;">Career Success</span></b></td></tr>
</tbody></table>
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<span style="font-family: Verdana, sans-serif;"><b>My question in return is, what do you want to
be known for, what results do you want?</b></span></div>
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<span style="font-family: Verdana, sans-serif;"><br /></span></div>
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<span style="font-family: Verdana, sans-serif;">The starting point is about who you are and what reputation
do you want. What do you want people say about you when you’re not in the room?</span></div>
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<span style="font-family: Verdana, sans-serif;"><br /></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: Verdana, sans-serif;">If you were a brand how would you summarise your value or
attributes? For example, think of some high profile brands such as Cadbury
Dairy Milk, Green & Blacks or Apple iPhone or an Android brand of smart
phone, each have strong quality attributes delivering value.<o:p></o:p></span></div>
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<span style="font-family: Verdana, sans-serif;"><br /></span></div>
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<span style="font-family: Verdana, sans-serif;">Creating your personal brand starts with understanding what
your good at. Can you answer the following?<o:p></o:p></span></div>
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<ul>
<li><span style="font-family: Verdana, sans-serif; text-indent: -18pt;">What are
your unique strengths, skills, and attributes?</span></li>
<li><span style="font-family: Verdana, sans-serif; text-indent: -18pt;">How do
others see you or perceive you?</span></li>
<li><span style="font-family: Verdana, sans-serif; text-indent: -18pt;">Where do I add value?</span></li>
<li><span style="font-family: Verdana, sans-serif; text-indent: -18pt;">What do
you want to be known for?</span></li>
<li><span style="font-family: Verdana, sans-serif; text-indent: -18pt;">What was the most successful project you ever
tackled, and what made you successful?</span></li>
<li><span style="font-family: Verdana, sans-serif; text-indent: -18pt;">When faced with an overwhelming obstacle, what’s
your “go to” skill to overcome it?</span></li>
<li><span style="font-family: Verdana, sans-serif; text-indent: -18pt;">What are the strength’s that others acknowledge
in you?</span></li>
</ul>
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<span style="font-family: Verdana, sans-serif;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: Verdana, sans-serif;">Drill even further to identify themes and key strength’s you
want to put centre stage!<o:p></o:p></span></div>
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</div>
<ul>
<li><span style="font-family: Verdana, sans-serif; text-indent: -18pt;">What strengths and skills come up over and over
again?</span></li>
<li><span style="font-family: Verdana, sans-serif; text-indent: -18pt;">Which skills do you enjoy using as often as
possible, regardless of the task?</span></li>
</ul>
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<span style="font-family: Verdana, sans-serif;">It's also important to understand and be aware of what skills are missing.
What skills would you like to build but have not yet had the opportunity to
practice and develop?</span></div>
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<span style="font-family: Verdana, sans-serif;"><br /></span></div>
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<span style="font-family: Verdana, sans-serif;"><b>Summarise these questions with five strengths. </b>For example,
you might use words like “creative,” “relationship-builder” or “I make the
complex simple.”<o:p></o:p></span></div>
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<span style="font-family: Verdana, sans-serif;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: Verdana, sans-serif;">If you had a strapline what would it say to capture “Brand-me”?<o:p></o:p></span></div>
<br />
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<span style="font-family: Verdana, sans-serif;"><br /></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: Verdana, sans-serif;">To manage your reputation you need to be proactive and take
control. Raise your profile within your organisation and consider the messages
you wish to portray. </span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: Verdana, sans-serif;">Demonstrate and communicate your value and proactively
managing people’s perception.</span><o:p></o:p></div>
Anonymoushttp://www.blogger.com/profile/05598538422842681550noreply@blogger.com0tag:blogger.com,1999:blog-2193055656589111982.post-91539623678945782062015-02-06T14:47:00.002+00:002015-02-06T14:54:55.812+00:00The Neuroscience of Communication<h1>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: small; font-weight: normal;">I’m often intrigued why we naturally click with some people and
be on the same page and yet with others we just don’t see eye to eye and may as
well be on planet Mars. Achieving effective and good communication can be frustrating
and at times incredibly challenging. I have seen many misunderstandings
give rise to an environment that is conflict-ridden, aggressive or even passive-aggressive
behaviours resulting in breakdown of relationships which if not addressed can
damage morale and overall team performance. <o:p></o:p></span></div>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: small; font-weight: normal;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif; font-size: small; font-weight: normal;">New understandings in neuroscience indicate our thinking and
behaviours are a combination of both our genetic wiring and learnt from our
environment – both nurture and nature. This when applied to personality psychometric
profiling is providing more accurate information to help us understand the differences
and the dynamics at play in how we communicate and how we are perceived by
others, both good and bad.<o:p></o:p></span></div>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: small; font-weight: normal;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif; font-size: small; font-weight: normal;">Left brain thinkers prefer to work with evidence and logic
and will therefore make decisions based on fact and process. They always think they’re right, after all
their thinking is based on the evidence and data to hand. In contrast compare
this to right brain thinkers who prefer intuition and making decisions on how
they feel in the moment, on instinct or just on the concept of a great idea. You can probably start to see why
misunderstandings arise.<o:p></o:p></span></div>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: small; font-weight: normal;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif; font-size: small; font-weight: normal;">Then add into the mix behavioural preferences such as ‘Expressiveness’
where some people prefer to reflect before action, think internally and will
appear quiet. Compare this to the opposite end of this spectrum where the behaviour
will be gregarious, talkative, extravert, thinking out loud. The quieter people wish the noisy ones would
just zip it, and the gregarious types being uncomfortable with silence are
frustrated with the quiet ones, wrongly, judging they have nothing to say!<o:p></o:p></span></div>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: small; font-weight: normal;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif; font-size: small; font-weight: normal;">How then do we go about working within a team that is able
to debate and respectfully criticise ideas in a taking into account individual
needs and deliver on team and organisational goals?<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif; font-size: small; font-weight: normal;"><br /></span></div>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: small; font-weight: normal;">Instead of blaming the boss or other team members or even
customers we should stop and ask, is the way I communicate and my behaviours
part of the problem? <o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif; font-size: small; font-weight: normal;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif; font-size: small; font-weight: normal;">We need to be self-aware of our own communication preferences
and understand the impact this has of how we’re perceived both positive and
negative; to become adaptable and change our style of communicating and not
automatically default to our preferences. </span><o:p></o:p></div>
</h1>
Anonymoushttp://www.blogger.com/profile/05598538422842681550noreply@blogger.com0tag:blogger.com,1999:blog-2193055656589111982.post-26763813499703671892014-05-17T11:29:00.000+01:002014-05-17T11:29:23.523+01:00It Takes All Kinds of Brains to Make a Perfect Team<div class="MsoNormal" style="line-height: 34.5pt; margin-bottom: .0001pt; margin-bottom: 0cm; margin-left: 0cm; margin-right: 0cm; margin-top: 15.0pt; mso-outline-level: 1; vertical-align: top;">
<span style="font-size: 18pt; line-height: 19.5pt;"><span style="font-family: Trebuchet MS, sans-serif;">If your team isn't
cognitively diverse, you're missing a huge opportunity</span></span></div>
<div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: .0001pt; margin-bottom: 0cm; vertical-align: baseline;">
<span style="font-family: 'Times New Roman', serif; font-size: 12pt; letter-spacing: -0.1pt;"><br /></span></div>
<table align="center" cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: right; margin-left: 1em; text-align: right;"><tbody>
<tr><td style="text-align: center;"><a href="http://1.bp.blogspot.com/-eR4c2ifH8Bk/U3c3yrCHeDI/AAAAAAAABgY/J6lNe_fSDcI/s1600/shutterstock_2138368.jpg" imageanchor="1" style="margin-left: auto; margin-right: auto;"><img border="0" src="http://1.bp.blogspot.com/-eR4c2ifH8Bk/U3c3yrCHeDI/AAAAAAAABgY/J6lNe_fSDcI/s1600/shutterstock_2138368.jpg" height="200" width="190" /></a></td></tr>
<tr><td class="tr-caption" style="text-align: center;">Creating a Perfect Team - Thinking out of the box</td></tr>
</tbody></table>
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<span style="font-family: 'Times New Roman', serif; font-size: 12pt; letter-spacing: -0.1pt;"><br /></span></div>
<div class="MsoNormal" style="line-height: 18pt; margin-bottom: 0.0001pt; text-align: justify; vertical-align: baseline;">
<span style="font-family: Trebuchet MS, sans-serif;"><span style="font-size: 12pt; letter-spacing: -0.1pt;">Have you ever wondered why a
team of smart, experienced people aren't performing well? It's not owing to a
lack of skills.</span><span style="font-size: 12pt; letter-spacing: -0.1pt;"> More likely there's a breakdown in something deeper that precludes the group's
ability to generate ideas, get things done, or perform at high levels.<o:p></o:p></span></span></div>
<div class="MsoNormal" style="line-height: 18pt; margin-bottom: 10.8pt; text-align: justify; vertical-align: baseline;">
<span style="font-size: 12pt; letter-spacing: -0.1pt;"><span style="font-family: Trebuchet MS, sans-serif;"><br /></span></span></div>
<div class="MsoNormal" style="line-height: 18pt; margin-bottom: 10.8pt; text-align: justify; vertical-align: baseline;">
<span style="font-size: 12pt; letter-spacing: -0.1pt;"><span style="font-family: Trebuchet MS, sans-serif;">This can happen as a result of many things, but in
my mind, it really breaks down to two factors.<o:p></o:p></span></span></div>
<div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 10.8pt; vertical-align: baseline;">
<span style="font-size: 12pt; letter-spacing: -0.1pt;"><span style="font-family: Trebuchet MS, sans-serif;"><b>1. Does the team have the diversity of thought to
come at things from different perspectives or is it a one-note band?</b><o:p></o:p></span></span></div>
<div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: .0001pt; margin-bottom: 0cm; vertical-align: baseline;">
<span style="font-family: Trebuchet MS, sans-serif;"><span style="font-size: 12pt; letter-spacing: -0.1pt;"><b>2. Even if there are multiple perspectives, does
the team have the requisite openness, trust, and communication to allow
divergent thinking and ideas</b></span><span style="font-size: 12pt; letter-spacing: -0.1pt;"><b> to flourish?</b><o:p></o:p></span></span></div>
<div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 10.8pt; vertical-align: baseline;">
<span style="font-size: 12pt; letter-spacing: -0.1pt;"><span style="font-family: Trebuchet MS, sans-serif;"><br /></span></span></div>
<div class="MsoNormal" style="line-height: 18pt; margin-bottom: 10.8pt; text-align: justify; vertical-align: baseline;">
<span style="font-size: 12pt; letter-spacing: -0.1pt;"><span style="font-family: Trebuchet MS, sans-serif;">From <a href="http://www.jenniferbakercoach.co.uk/emergenetics-profiling" target="_blank"><span style="color: blue;">Emergenetics</span> </a>research into psychology and human
behaviour, we know that thinking is manifested in four distinct
areas--conceptual, social, analytical, and structural. We also know that every
person's behaviour falls somewhere along a spectrum in each of three
arenas--expressiveness, assertiveness, and flexibility.<o:p></o:p></span></span></div>
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<b><span style="font-size: 12pt;"><span style="font-family: Trebuchet MS, sans-serif;">Cognitive Diversity: The Golden Ring<o:p></o:p></span></span></b></div>
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<span style="font-size: 12pt; letter-spacing: -0.1pt;"><span style="font-family: Trebuchet MS, sans-serif;">Teams that exhibit a full spectrum of these seven
attributes are the goal. We call it a Whole Emergenetics, or WE, approach to
team building, and it is incredibly powerful in practice.<o:p></o:p></span></span></div>
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<span style="font-size: 12pt; letter-spacing: -0.1pt;"><span style="font-family: Trebuchet MS, sans-serif;">It's easy to see how this approach works--diverse
teams have all the tools at their disposal. They're critical thinkers,
innovators, and organized and empathic all at once. They can be accommodating
or firm, process internally or be gregarious, and be peacekeepers or drivers,
whatever the task requires.<o:p></o:p></span></span></div>
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<span style="font-size: 12pt; letter-spacing: -0.1pt;"><span style="font-family: Trebuchet MS, sans-serif;">Diverse teams have the ability to see every
perspective and put the strength of each individual team member to work toward
the common goal. Teams that lack that diversity are unbalanced in one way
or another, and that imbalance erodes effectiveness over time.<o:p></o:p></span></span></div>
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<span style="font-size: 12pt; letter-spacing: -0.1pt;"><span style="font-family: Trebuchet MS, sans-serif;">A group leaning heavily toward one thinking
preference may excel in the formation of ideas but lack the ability to
formulate a clear plan and see the project through to the end. Or be great at
planning and follow-through but short on ideas.<o:p></o:p></span></span></div>
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<span style="font-size: 12pt; letter-spacing: -0.1pt;"><span style="font-family: Trebuchet MS, sans-serif;">Another group may have the potential to embrace
diverse speaking but not actually value or elicit all perspectives. A team led
by a few driving, gregarious people may never let others speak, especially
those on the quiet end of the expressiveness spectrum. Valuable thinking and
ideas are lost.<o:p></o:p></span></span></div>
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<b><span style="font-size: 12pt;"><span style="font-family: Trebuchet MS, sans-serif;">How to Achieve It<o:p></o:p></span></span></b></div>
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<span style="font-family: Trebuchet MS, sans-serif;"><span style="font-size: 12pt; letter-spacing: -0.1pt; line-height: 18pt;">Chances are, you're not going to just stumble
across a cognitively diverse team in the wild. You need to be deliberate. If
you have a tool like </span><span style="color: blue; font-size: 12pt; letter-spacing: -0.1pt; line-height: 18pt;"><a href="http://www.jenniferbakercoach.co.uk/emergenetics-profiling" target="_blank"><span style="color: blue;">Emergenetics</span></a> </span><span style="font-size: 12pt; letter-spacing: -0.1pt; line-height: 18pt;">to uncover preferences, that's great, but if
not, you can apply these tactics.</span></span></div>
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<span style="font-family: 'Trebuchet MS', sans-serif; font-size: 12pt; letter-spacing: -0.1pt; line-height: 18pt;"><br /></span></div>
<div style="text-align: justify;">
<span style="font-family: 'Trebuchet MS', sans-serif; font-size: 12pt; letter-spacing: -0.1pt; line-height: 18pt;">Ask for volunteers to fulfill roles. If you're
a team leader, you can see inklings of how team members think. Ask the team for
volunteers who can naturally bring a perspective of analytical, structural,
social, and conceptual thinking to the table. Make sure they're responsible for
the perspective. Do the same for expressiveness, assertiveness, and
flexibility--you need representation from across each spectrum.</span></div>
<br />
<div class="MsoNormal" style="line-height: 18pt; margin-bottom: 10.8pt; text-align: justify; vertical-align: baseline;">
<span style="font-size: 12pt; letter-spacing: -0.1pt;"><span style="font-family: Trebuchet MS, sans-serif;">Put tasks and projects into a diverse
approach. Any initiative the team works on can be seen through the lens of
cognitive diversity. If you're having a meeting, ensure that you approach it
from all seven attributes. As you come up with solutions, put each into a
framework and test it against the full thinking and behavioral spectrum--does
the solution speak to analytical concerns, for example? Is it resonant for
structural thinkers? Ask this question for each attribute.<o:p></o:p></span></span></div>
<div class="MsoNormal" style="line-height: 18pt; margin-bottom: 10.8pt; text-align: justify; vertical-align: baseline;">
<span style="font-size: 12pt; letter-spacing: -0.1pt;"><span style="font-family: Trebuchet MS, sans-serif;">The potential for cognitive diversity exists for
all groups and teams whether they are naturally diverse or not. In reality,
unbalanced teams exist. What's important is that you as a leader are in touch
with the team dynamic and take a deliberate approach to assigning work and
creating teams. With conscious effort, balance can be achieved, and potential
unlocked and channeled into results.<o:p></o:p></span></span></div>
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Anonymoushttp://www.blogger.com/profile/05598538422842681550noreply@blogger.com0Cambridge, Cambridgeshire CB4 0WS, UK52.235259 0.1537001000000373152.232828 0.1486576000000373 52.23769 0.15874260000003731tag:blogger.com,1999:blog-2193055656589111982.post-62439390093842863052014-05-02T12:04:00.000+01:002014-05-02T12:04:35.143+01:00Successful Managers - the Fundamentals<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><span style="color: #0b5394;">Newly promoted managers</span> which despite their past
success can often struggle with their new responsibilities. Its classic isn’t? You’re
good at your job, you get promoted to the high echelons of management, and then
find yourself struggling. I know what’s like having walked in those shoes. The solution is straightforward, but before
highlighting this I’d like to mention, the 5 greatest challenges managers worry
about: sales, profitability, managing people, costs and competitors.</span><o:p></o:p></div>
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<a href="http://2.bp.blogspot.com/-DN-hlc14GcM/U2N6NNNZTgI/AAAAAAAABfw/LUPRMwx4bQs/s1600/shutterstock_1824537.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="http://2.bp.blogspot.com/-DN-hlc14GcM/U2N6NNNZTgI/AAAAAAAABfw/LUPRMwx4bQs/s1600/shutterstock_1824537.jpg" height="179" width="320" /></a></div>
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<o:p><br /></o:p></div>
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<span style="font-family: Arial, Helvetica, sans-serif;">So given this, why is a common oversight frequently made, where
managers focus on the ‘hard processes’ of strategy, targets and policies, to
the exclusion of ‘soft skills’ of managing people? Let me highlight the priority by asking, in
your team what’s the hardest to improve or change? Is it learning new skills, or
experience or changing someone’s attitude? The answer is pretty obvious.<o:p></o:p></span></div>
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<span style="font-family: Arial, Helvetica, sans-serif;"><a href="http://features.thesundaytimes.co.uk/public/best100companies/live/cleanlist" target="_blank">‘The Sunday Times Best 100 Companies’ </a>to work for have recently
been announced for 2014 and it’s interesting to note the theme across all these
organisations; namely, good leadership and management; teamwork and communication.
It is these soft skills if applied consistently and in balance with the ‘hard
processes’ make for a successful manager. <o:p></o:p></span></div>
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<span style="font-family: Arial, Helvetica, sans-serif;">So, here are the fundamentals for new managers:<o:p></o:p></span></div>
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<div class="MsoListParagraphCxSpFirst" style="margin-left: 18.0pt; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
<!--[if !supportLists]--><span style="font-family: Arial, Helvetica, sans-serif;"><span style="line-height: 115%;">1.<span style="font-size: 7pt; line-height: normal;"> </span></span><span style="line-height: 115%;"><b>Team Climate</b>: as a manager part of
your role and responsibility is to create the culture that enables high
performance. This sets the foundation for everything else that follows. You can
do this by ensuring people’s behaviour and attitude are aligned to your
organisation’s values. Hold people to account for bad behaviours. Do be
constructive and when needed be assertive with your feedback. <o:p></o:p></span></span></div>
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<span style="line-height: 115%;"><span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></span></div>
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<!--[if !supportLists]--><span style="font-family: Arial, Helvetica, sans-serif;"><span style="line-height: 115%;">2.<span style="font-size: 7pt; line-height: normal;"> </span></span><span style="line-height: 115%;"><b>Effective Communication</b>: Engage all
staff and aim to influence others. Listen, be in tune with what’s not being
said. The grapevine is your barometer of what’s truly going on. Is your style
of communication adding to your team’s issues? Are your team confident to
feedback upwards? If not, why not?<o:p></o:p></span></span></div>
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<span style="line-height: 115%;"><span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></span></div>
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<!--[if !supportLists]--><span style="font-family: Arial, Helvetica, sans-serif;"><span style="line-height: 115%;">3.<span style="font-size: 7pt; line-height: normal;"> </span></span><span style="line-height: 115%;"><b>Build positive relationships</b>: make
the time and develop genuine rapport particular with others where it doesn’t
come easy. This means building trust, respecting different points of view and
holding judgement.<o:p></o:p></span></span></div>
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<span style="line-height: 115%;"><span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></span></div>
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<!--[if !supportLists]--><span style="font-family: Arial, Helvetica, sans-serif;"><span style="line-height: 115%;">4.<span style="font-size: 7pt; line-height: normal;"> </span></span><span style="line-height: 115%;"><b>Manage Performance</b>: ensure clarity
of objectives, forward planning, manage resources to ensure objectives are met;
and communicate; go back to step 2.<o:p></o:p></span></span></div>
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<span style="line-height: 115%;"><span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></span></div>
<div class="MsoListParagraphCxSpMiddle" style="margin-left: 18.0pt; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
<!--[if !supportLists]--><span style="font-family: Arial, Helvetica, sans-serif;"><span style="line-height: 115%;">5.<span style="font-size: 7pt; line-height: normal;"> </span></span><span style="line-height: 115%;"><b>Manage inappropriate behaviours</b>: get
the balance right of holding yourself and others to account in an appropriate
way. Without compromising trust or respect give consistent feedback that keeps
others engaged, committed and motivated; back to step 1.<o:p></o:p></span></span></div>
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<span style="line-height: 115%;"><span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></span></div>
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<!--[if !supportLists]--><span style="font-family: Arial, Helvetica, sans-serif;"><span style="line-height: 115%;">6.<span style="font-size: 7pt; line-height: normal;"> </span></span><span style="line-height: 115%;"><b>Give Praise</b>. Make it your mantra to
catch someone doing something right every day. Doesn’t have to be complicated
or over the top, a simple thank you goes a long way to influencing your team’s
motivation and commitment.<o:p></o:p></span></span></div>
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<span style="font-family: Arial, Helvetica, sans-serif;">And the final building block is <b>Confidence</b>. Believe in
yourself. You can and will be a successful manager.<o:p></o:p></span></div>
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Anonymoushttp://www.blogger.com/profile/05598538422842681550noreply@blogger.com0Cambridge, Cambridgeshire CB4 0WS, UK52.235259 0.1537001000000373152.232828 0.1486576000000373 52.23769 0.15874260000003731