Rob Rave

Einstein quote

2010-08-23T17:16:00.003+01:00

It seems whatever book I'm reading there is an Einstein quote that I know so today I am pleased that I've found one that's new to me !
"The intuitive mind is a sacred gift and the rational mind is a faithful servant .We have created a society that honours the servant and has forgotten the gift" Albert Einstein I totally agreee Albert! My Private equity coaching clients I believe are very well versed in using their rational minds and one of the things I do well in my coaching practice is help them accesss motre of their

Private Equity coaching -why it works

2010-08-23T11:51:00.003+01:00

I recently read an article by Luke Johnson on why PE works and as I was reading it it made sense with regard to why coaching in Private Equity works.....
For example he talks about "changing the mindset" , interests between owners and managers are directly aligned . It's the same with Coaching in Private Equity, my interests are the goals and chlallenges of my Private equit coaching clients . Similarly he refers to "time horizons" where returns are typically over a 4-7 year period which gives Private Equity professionals the time to get controls and esssentials right . It's the same in Private equity coaching , I work in 90 day chunks so that my clients generally have certain goals , challenges and outcomes that can be progressed in such a time period and which contribute to the overall development of the potential of the professional. Also the power of processs means that the commitment to being world class in their field is supported by the process of regular sessions time to reflect on action and to act on reflection....
Another element he refers to as why PE outperforms is change , "someone needs to question and try things differently....business is about constant evolution".Again it's the same principle in Private Equity coaching, it's all about questioning and looking to do things differently so that change becomes the change my clients are after...
He also cites Privacy where "in private situations you can take rapid action to correct mistakes, even if there is admission of error"...I see this as very similar to having a "safe space" where mistakes are fine , where unless mistakes happen there is the danger of individuals believing that they know it all a great way to block leraning and progress. Lastly he refers to "a sense of urgency" where everyone knows where they stand getting monthly management accounts and again interests are aligned...
So similar to Private Equity coaching where there is an amount of time , generally between 2-3 hours where the individual wants to get the most out of the session and the Private Equity coach is there to ensure that the time is weell spent in focusing on key immediate challenges as well as keeping an eye on the gigger game particualrly in the context of the Private Equity professional's next step up ther corporate ladder

Positive deviance

2010-08-20T14:54:00.003+01:00

In a number of coaching sessions I have done in the past I have referred my clients to the thinking around "Positive deviance" and the idea of spotting some one in your orgamisation who is performing so well with the same resources as others
Here's the quote from the original developer of this approach
"In every community, organisation or social group there are individuals whose exceptional behaviours or practices enable them to get better results than their neighbours from the same rsources" Jerry Sternin
A great way to help teams and groups benefit from this is to "coacH" an individual in order to extract the key distinctions that seem to make a difference, I say coach really being more exact "question" in order to fully extract these key elements. The other thing that's very powerful is asking the individual to get involved in training the others in both his/her Inner and Outer "actions"(Inner- What they say to themselves and believe, Outer what they sya to thers how they interact etc)
Positive deviance fits in nicely woth appreciative and other positive psychology approaches...

Tips on coaching your team

2010-07-27T15:00:00.005+01:00

Listen, listen, listen and listen!

The relationship is about them not you so design with them how they want you to be when you are coaching them

Take time to establish their level of development and the coaching (true coaching) needs they may have

Understand your strenghts as a leader and also seperately as a coach (The 2 maybe very different)

The coaching relationship is about creating opportunities for progress , not about finding fault!

Always have clear and agreed goals in your sessions and to regularly review performance againgst those goals.

Lastly be aware of the need to be flexible. What works with one person may not work with another

Keep it as simple as possible
"Simplicity is the key to brilliance” Bruce Lee

Lastly get support/assistance if you require , you don't have to do it all yourself

The Inner game wise coach

2010-07-25T11:13:00.005+01:00

I often go back to The Inner Game as a source of inspiration. As my first introduction to non directive coaching I originally trained with the first Inner game sport coaches. I remember my first attempts at "coaching" and in particular David Hemery and how for me he embodied the non directive coaching approach.He was, is also a very inspirational (and humble ) human being...Here's some of his coaching wisdom

"What goes on in our heads often interferes with getting the best out of ourselves. The key for me is single appropriate focus.We need to become responsible for our choices and one of these is where we place our focussed attention. This attention empowers our awareness on that focus and allows the sub-conscious mind to integrate related supportive actions in an awesome way.

It enables flow rather than forcing"

David Hemery MBE CBE

CEO Coaching and Private Equity coaching

2010-07-24T19:50:00.004+01:00

Reading a couple of book about CEO's from top coaches working with Private equity backed companies.
"Trust is a powerful part of my business.I've always worked with clients in complete confidentiality.....here are some of the issues leaders whom I have coached are grappling with
Feeling the job is all consuming and the rest of life is on hold-or worse
Experiencing insecurity and doubts about how they are viewed by others, having time pressure of a 2 -3 year opportunity to make it, wondering how they come across o" ne -on- one or working in a group; how they compare to others in similar positions, lacking people skills and concerned how it's affecting their leadership, worrying about their relationship with theiur boss, the chairman , or the borad of directors."
It makes me think there's so much overlap between these CEO's and the private equity coaching I do with Private equity partners and directors looking at their own career and wanting to unlock more potential ....
As the author concludes "all theses are important topics that often go unaddressed for months and years or never addressed at all -at dire cost to both business and personal lives

Private Equity coaching

2010-07-23T18:46:00.001+01:00

Private Equity and change -Why Private equity coaching is relevant
Private Equity International had an interesting feature about next-generation leaders – “Founders need heirs, and yet many founders of major private equity firms have yet to designate heirs apparent. PEI asked market participants to identify key next-generation leaders who seem poised to, if not take over their firms, continue to be entrusted with major responsibilities while the founders ponder succession plans”

Being clear about talent development and in particular milestones and evidence of having the “right” leadership qualities and being ready would seem to be a ” serous performance/development conversation” that is needed in these situations. That is where coaching for Private Equity professionals fits in. Reflecting on action and acting on reflection is something that professionals don’t do enough of. Those Private equity professionals who take ownership of their career by finding a private equity coach can rapidly overtake their counetrparts who are leaving their development solely to financial /company performance. Decision making, relationship management, coaching skils, soft skills are part of the arsenal of a professional.

Professionals who look for a private equity coach are massively taking charge of their development and are doing something that all leaders find valauable , namely taking time out of a busy schedule to relect on performance and to look at key areas to improve .

Also skills, capabilities and competencies which enabled portfolio companies to thrive in recent years of growth, may not be suited to protect and preserve the business in leaner times so Private equity professionals may need to dig deeper in terms of adapatability and flexibility….Deeper in terms self awareness, focus and ability to behaviorally creates key changes…

The Private Equity coaching that I do is 100% confidential and is based on an intial meeting to see if the “fit”, the “chemistry” is right . Coaching is a trusted relationship and the private equity coaching that I do has this at the core before anything else.

Private Equity coaching

2010-07-16T18:29:00.003+01:00

Private Equity coaching makes a lot of sense. Why? The Private Equity professionals I've worked with so far are highly ambitious, intelligent and extremely good at analysing financial data. Their role also requires them to be an excellent communicator, networker, coach, influencer in short have great "right brain" skills. Coaching for Private Equity professionals also gives then feedback and development which due to the competitive and fast pace of work they are incvolved in is often lacking and is vital in terms of their careeer fulfillment and career development. Private Equity coaching also creates the focus and flow so necessary for high performers. And I enjoy coaching in the Private equity arena as things move very quickly , there are always challenges to be overcome...

Performance Coach reveals all about English football

2010-07-16T17:48:00.007+01:00

It doesn't take a genius....Find out what is working and replicate it....Forward planning...It's about psychology and culture.
What the most successful performance coach in sport would do about English football..start with listening!
British Cycling's performance director Dave Brailsford says England's footballers need to be listened to in order to find out why they failed at the World Cup. His interview is simple commonsenses, so rare!

Go to http://news.bbc.co.uk/sport1/hi/football/world_cup_2010/8774308.stm

Football coaches

2010-07-16T16:14:00.004+01:00

I like simple ideas . I read recently that the Arsenal player Paul Merson was asked when he played for the coach Arsene Wegner why the team was doing so well after jsut a short time with Wenger. His response
"Easy he gives us massive self belief . Practice is great all positives , no negatives at all..."
Wenger was asked about his belief.His response "The players give 100% at practice and in their games. What more could a coach want? "
By seeing the best in people and having a high expectation expressed verbally and using the right language a coach can be very powerful.....
And yes I'm wondering too if Wenger is still like this. Coaches and mangers who can build individual confidence are able to build team confidence. What do you see in your team, your people ?

Coaching yourself , mutiple talents, more choices ..

2010-07-16T15:53:00.008+01:00

I've been busy working on a number of projects recently including some leadership and coaching for a well known bank...We have been working/delivering Emotional Intelligence, this reminded me that Howard Gardiner professor at Harvard was one of the originatorsof dispelling the myth that intelligence is fixed. So often we have a limited view of "intelligence" perpetuated by traditional schooling . Education certianly mine perpetuated the thinking that "left brain " was the only way to succeed in the world. many of my clients in the world of Private Equity and accountancy benefit from a "list" that Gardner created around talents.
Musical Intrapersonal Naturalist Interpersonal Body -kinasthetic Emotional Linguistic Logical Spatial/visual.....Yes the vailidity of some of the "talents" could be debated , however the value of cosidering this model is thta it allows human talent to be analysed , the more you analyse in detail what a talent might consist of the more you open up options and choices for yourself and for others...
Example Langauage divided into writing, reading,influencing, coaching and so on.
For anyone in coaching this is great as it means you can think of more ways in which your players nd learners are talented and you can be more creative about how you unlock potential by incorporating more variations and distinctions of talent.

It's been a while

2010-04-23T13:16:00.004+01:00

I haven't posted anything for a while.....Been busy doing free seminars, organising them for solutionsurfers.co.uk plus have been caught up with "stuff".
So what's been going well , clients are finding me , somethin g I always like and been getting feddback from our free "positive psychology" coaching events from coaches, consultants trainers non executive directors and mentors ...
I think we'll do more especially as recently I have had a conversation with an HR director which has made me realise just how powerful "conversational approaches" are especially those which can be taught to organisational coaches in a fast way ie days rather than months...
Here are some of the comments :

Effective process , it was fun!”
Hilary Jeanes Director HR and coaching consultancy Purple Line Consulting
“Loved the interaction, really enjoyed the questions and tool box”
Shona Rowan peak performance coach and trainer
” I find the quick solution focused approach very appealing (as a non-coach but who tries to use diffrent methods and approaches ) ; getting away from analysing the problem and looking instead to the solution”
Adviser, Non Executive Director
What I liked ” was the positive approach, the harnessing of existing energy in the client, the appreciation “
Roz Tacon Executive Coach Dynamic Leadership Company
“was the people, the informal approach , the pace of the session, the practical tools I can takeaway”
Anne Marie Cooper AMC Consultancy
“The simplicity, the impact it can have and how quickly you can move someone’s thinking to a resourceful and positive place”
Sarah Hope The Internal Coach
“The opportunity to put some of the tools into practice . I also enjoyed the relaxed nature of the evening”
Murdo Mackay Head of Human Resources
“Liked the well thought through structure and the reminder that solution focus coaching is a positive experiece for both parties. Thanks guys good job!”
Peter Welch Head coach/entrepreneur
“Brief to the point , felt like I’ve really learnt something I can use ”
Associate at Macdonald and company -Recruitment (Facilities)
“Very well organised , interactive and fun . SF is the future-yes we can! Jolly good show!
Dr Anya Louis, Coach
“Has potential to be very successful, caters to modern day constraints by providing a framework /platform to develop solutions from “
Maxcene Crowe, Director MCFM Consultancy Ltd
“Very practical straight to the practice”
Krista Gough , Director Metis Management
“It was a positive and enlightening approach to coaching . It appears to be more real world focused than other approaches I have encountered.”
Marcus Mann, Director Metis Management
“The benefits and general applicability were clearly explained , the session facilitated input from a range of perspectives and informal networking was enabled.The approach is aspirational , fresh and realistic for achieving buy -in “
Declan McCarthy , Training Business Manager
“It gave me an introduction into coaching (my first experience) and I found it very positive and inspiring. It concentrated on the positives rather than the problem itself. I very much enjoyed the experience!”
Sue Paterson, Classroom supervisor managing teenage kids in a secondary school
“It opened up new channels of thinking around issues I chose to tackle. Inspiring and opeing up new opportunities for me at a transitional stage. Thank you very much!”
Catherine Meeks

Happy New Year! Intentions, Processes and Stretch goals.....

2010-01-06T13:29:00.003Z

Goal setting 2010 -What’ best for you?
Goal setting time of Year ! For me this process is often uncomfortable :
Often I have been so “attached” to specific often BIG outcomes that it becomes too intense and instead of “stretching” ourselves I end up in a have to , need to , must have mindset . Also I’ve set far too intense ambitious inappropriate goals versus consistently following what’s true for me. It’s taken a lot of reflection for me to realise this! “How can you use your strengths to achieve what you want? New research shows that people are far more likely to achieve their goals if they are using their strengths. How can you use your strengths to help you achieve your New Year's resolutions this year?”

In sport athletes are trained to focus on processes that they can control and let the outcome look after itself…. Here’s another way of thinking about goals using myself as an experiment/example

Clear Intentions for 2010 – I intend to continue offer my services and executive coach helping the “right” clients move forward in the most creative solution focused way that builds their leadership , strategic and business personal growth success. I will also continue to learn from and enjoy theses sessions.

Process/Rituals( The how) – Keep writing consistently , and swimming and playing tennis regularly during week for fun. Continue with acupuncture Keep trusting , noticing and appreciating the natural talents & intrinsic genius that all my clients have and appreciate how fortunate I am to enjoy collaborating with my clients
( This will help me to continue to improve my performance through learning and enjoyment )

Production (stretch) goals within my control - “Consistently marketing” face to face and through writing the brilliant 9 day coach training I’m running this year to MD’s , professional service professionals & HR and Learning and development professionals. more to come very soon!

Celebration planned –I will celebrate in August on holiday in Spain , 8 months of this “consistency”

Intense ambitious goals versus “ easy small consistency of actions” is for me key – but what is key/true for you ?

Why coaching cultures often don't "stick"

2009-11-27T13:28:00.009Z

In my last post I talked about coaching cultures and how they are so important for companies to create . In another post I referred to a recent survey that said that over half of those surveyed reported that "coaching had slight, little or no impact on their job performance (60 percent) and satisfaction (54 percent). So why is there a problem in coaching having an impact in organisations? A recent article I read by Michael Bungay Stanier suggest a number of counterintuitive reasons for this.
"The focus on "coaching culture " runs the danger of confusing the means for the end and it is a lack of context -why do I need to use coaching ?- that can undermine any attempts to get managers coaching.
Commitment and engagement with coaching works best when there are 2 levels of context.
The first is a business context , enhancing coaching skills works best when it's serving a specific business purpose.....
The second is a personal context how will this help me and my work? Context allows managers to see coaching as a support and a solution -and not just the latest HR trend . " I think he's spot on with this and he goes to assert that " the greatest perceived barrier to managers coaching coaching others was not a lack of skill or lack of desire or lack of explicit support . It was a lack of time"
Coaching should be part of a a line managers everyday life so "unless the process is strightforward , flexible and next day useable" and unless they can do that in 10 minutes or less , managers don't have capacity for coaching. Knowing that they can (and should) coach in bursts of 10 minutes or less is very freeing for managers " . Yes and that's why a model or a process that is simple and can be applied in 1-10 minute conversations is so vital . That's also why an on line learning system taking 30 minutes or so a week is a good way of creating coaching as part of a daily routine . He also suggests "to abandon the quest to create excellent coaches , the truth is for most people's challenges , most of the time , being an adequate coach is more than enough" Accountants and other professionals in the main don't want to be excellent coaches but they do want simple skills to help reduce their workload.....
Introducing a coaching approach that produces adequate coaching BUT "easy" coaching that is part of daily interactions is far more powerful than spending thousands on trying to create elite internal coaches. Why send people on courses when they don't coach afterwards because they believe they have to be a Zen Guru or a language and visualisation expert. The simple route is to create a practical very easy to use adequate coaching process for that firm and spread it to many managers by using technology(interactive on line) and a little bit of support training .........
The skill is in setting up the coaching to be relevant to the context , jargon free and very easy to use on a daily basid. Adequate with lots of people having conversations that make progress= success

Coaching cultures are performance cultures

2009-11-25T17:31:00.005Z

Based on conversations I have had recently plus observations about how some companies are run, I think the following is necessary in a "coaching culture" which should be role modelled by leaders and those at the top ....

1. If development is missing, individuals get bored. Without mental challenge successful professionals will not flourish
2. If appreciation is missing, the individual may not see all the other good things going on because he or she will feel neglected
3. If the desired behaviours are not role-modelled, the individual can perceives either a culture of “all-talk”, or worse still a culture of hypocrisy. In both cases , trust is eroded.

Are you "mentally challenging" your people , are you appreciating their gifts, their talents and are you creating a culture of "trust" based on showing the way with behaviours that you want from your team? If you want increased performance this is a way to positively go about it

What do you believe as a leader?

2009-11-25T17:20:00.004Z

As a leader wanting to improve the quality of your leadership what do you believe about potential, about change about helping, supporting , developing progress? As some one thinking about developing coaching cultures do you just pay lip service to it? Or really believe it? How committed are you? There is a quote that says "The beliefs of the coach will determine what is possible for the client", if you the leader of your organisation is also some time in coach mode then what do you believe? What you believe will be palyed out in the working environment you are creating.

Coaching for Professional Services- How does the company benefit?

2009-11-25T17:11:00.003Z

Here's an article I've written based on some coaching I've done with a number of "professional service" individuals who self fund their coaching. Their comany eitherr doesn't have the money in a "recession" or more likely the vision to providev such a service. The crazy thing os they , the comapny will benefit!

So how does an executive who has “executive coaching” also help to build his /her organisational capability?

Some of the areas that executives have used my coaching services for include :
Career planning, improving and enhancing performance, self awareness , leadership skills, creating confidence in helping others collaborate , perform and to communicate more effectively. Dealing with a new “role”. Dealing with and managing conflict internally and recognising patterns of behaviours of others Flexibility and adaptability when dealing with new or difficult circumstances or clients . Enabling personal development reviews to become “live” areas for progress versus merely a one off discussion. Become confident at selling or confident in areas that they are not used to addressing . Building a positive business team and business development culture.

What surprises me as an executive coach working with “financial experts ” individuals accountants in the top 4 big practices, smaller independent firms as well as Venture Capital partners and directors is the benefits that the organisation itself has gained !

Why is this?
Coaching is concerned with Performance , Performance is intrinsically linked with
Learning and when an effective coaching programme succeeds it delivers on 3 big
areas
1) It enables an individual to focus on optimises performance
2) It transfers learning in the session back to the workplace
3) It uses “real” time feedback, in the “now” to create change

As a result of this the individual is I believe much closer to knowing what needs to happen in terms of organisational support and change that will enable him or her to do their role more effectively . Because this is happening and they are aware of it the result is “an increase” in change awareness due to the effectiveness of the coaching.
they are going through. BEING coached is a great way to intuitively understand
the power of such a process.

Additionally if the coaching has a “systemic” element to it , others in close proximity of the individual will start to notice and or be affected by these changes. As the coach I will involve my client in many “perceptual conversations” of “ when you do X , who will be aware of this , how will they respond , who else” and so forth. The result is a “web of involved people, noticing, highlighting, and commenting on the change the individual is going through” ……… There is therefore already an organisational impact.

So apart from the individual getting much clearer on what he or she wants from their career and from his her closes team there also seems to be an “intuitive awareness of conversations ” created. What I mean is that individuals realise through their own take of the coaching process that their own internal conversation they have can make a huge difference if they adopt a coaching approach. So even if they haven’t done a formal “coach” training some of the skill set starts to unconsciously or consciously rob off on them. Even if the coaching is that of a group session for instance strategic planning or strategic implementation if it’s delivered with a coaching approach/style it’s likely to have an impact

“ A coaching approach that directly involves staff in the direction the business is taking and the shape of their job can be part of what creates that alignment”-
Myles Downey in Effective Coaching

Of staff who undergo executive coaching the % who report benefits are
Improved relationship with direct reports 77%
Improved relationship with manager/boss 71%
Improved relationship with peers 63%
Increased organisational commitment (less likely to leave) 44%
Improved relationship with customers 37%
(Source Manchester consulting – results of a survey of coaching at a senior level in Fortune 500 companies)

I think theses statistics illustrate this The bit that isn’t really explicit is how adapting some simple conversational approaches to change and progress can start making HUGE internal differences .

Research by the Huthwaite group research points to professional service professionals being rated by their clients on their delivery and performing really poorly around “concern and empathy”, particularly in listening in order to build a deep understanding of their clients and their situation.

“ Taking the time to listen to others and to be able to stay human and be goal orientated” is what a recent client of mine reported as learning from his own experience of coaching and being coached ”
On the website of a top 4 accountancy firm there is the promise of “ day-to-day feedback, counselling and mentoring through thought-provoking conversations with your counsellor, peers and senior professionals”
This is what I believe professionals have a thirst for and the brief coaching sessions that I have are often a catalyst for my clients themselves to start to integrate these skills into their professional toolkit .The higher up a company tree the more “soft skills” are those that are used to promote individuals . Leaders are wanted who can develop others, inspire others, help collaboration , help others come up with original ideas
When leaders have the capability of develop strategies with their employees and can build on strengths using appreciative feedback then great results can emerge. Research into motivation shows time and time again that appreciation, recognition and acknowledgement is ranked as so important . There is also important research suggesting that appreciation has a positive effect on our body particularly the heart. and increases heart brain synchronisation
Appreciation is a very strong factor as the fuel that drives people , that motivates them to go further…..The act of coaching when the coaching is done in an environment of curiosity, playfulness and appreciation will undoubtedly have an unconscious impact on the client. One of my clients recently told me how negative many of his internal meetings were even more evident because he is used to a “language of possibility, of progress” and now constantly either hears “language of blame “ or “ “ linear rational analytical language of getting no where” .

“Why is this wrong, whose fault etc ” whilst sometimes being useful in a legal or other context generally doesn’t add much to the human development or making progress on people issues? The reason is that it locks us into the problem implicit is the idea that insight and route cause analysis will enable us to find solution or create progress. It is precisely the balancing act between rational analysis and “adaptive/emergent “ conversations that is the challenge for those in professional services
.
“I have laboured carefully not to mock lament or denounce human actions but to understand them” Baruch Spinoza

It makes total sense in an accounting/linear world to adopt the same thinking process.
However when it comes to conversations we all know and dread these inquisitions because ultimately they don’t get anywhere (in terms of development) k and our attention is distract because we are simply not interested (Unless we are the one driving to find out why, who was at fault, etc) .

We always have choices about where we put our attention .if we put our attention on what it is we want it’s a different conversation. Attention is key. And there is increasing evidence that this attention when related to progress and development is critical.

For example by attending to individual “effort” for example our attention focuses on a different place than for example “ability” . A lot of work has been done for example on raising for ability versus praising for effort, and learning goals the results are very interesting . When praised for effort the clients continued , enjoyment , improved performance and continued to persist. Was oppose to the group who were praised for ability , 66% created performance goals and enjoyment , DECRESED , persistence DECREASED and performance DECLINED .
This work of Professor Carol Dweck also suggests that good feedback is very important , with praise not a “villain but praising for the effort and the process will help the person become more motivated and ultimately more resilient”
See Dweck, C. S. (2006). Mindset: The new psychology of success. New York: Random House.

So part of what rubs off in the coaching process is an awareness of the power of conversations and where how we “ let go of control” and where we put our attention and our questions…... This is the domain of “non directive” coaching” which I would suggest is what executive coaching at it’s best is all about
The Inner Game would call it Self 2 , or lack of ego . We always have choices about where we put our attention .if we put our attention on what it is we want it’s a different conversation. Attention is key . What we attend to will make a difference to what happens. Great coaching helps to focus attention , the whole idea of attention being brought to coaching by Tim Gallwey in the 70’s
“Attending to movements without consciously trying to control them is a primary goal of Inner game learning and is much easier to practice with actions that don’t challenge your competence” Tim Gallwey The Inner game of Golf
There are more areas out of your control which becomes increasingly evident as we learn about the systemic nature of organisations and the role of conversations, and other narratives which go on daily in those organisations. Where we focus our attention and what we communicate we can control and “it” will create the mindset and the mental world of that organisation, the culture ….
In great coaching , great coaching in my opinion being 100% about the client , we work with what emerges, we work with a relationship that is collaborative , we accept our clients realities, we introduce a sense of possibility of flexibility to find out ways which progress can happen…
Theses skills are in my opinion precisely skills which leaders, partners and directors of professional service firms are wanting to incorporate into their toolkit precisely because it enables them to get closer to their clients, find out what they want and deliver it in a way that satisfies them . In short it gives them skills to respond with precision and flexibility in conversations that move forward. When this approach is also followed by team and individual reflection, appreciation and disciplined plans to apply the learning there is the great opportunity to create massive “ organisational know how” based on true human potential development.

Rob Rave of Progress talk is a professional coach working as an executive coach in organisations particularly Accountants and Venture capitalists in London where he work with partners, directors and key personnel both as their coach and also training internal coaches in his brief approach. The overall goal to increase productivity and profits for any company wanting to grow with current staff.
His 1to1 work is focused on clarifying direction strategising actions, upgrading key skills , optimising focus and overcoming blocks and obstacles. He also has designed a unique on-line cost effective approach “to maintaining progress” for key organisation sponsors of internal coaching programmes which enables effective results in brief sessions and can impact the “.web of involved people, noticing, highlighting, and commenting on the change the individual is going through.”
He can be contacted on www.progrestalk.co.uk or 07958-670416

Transformational change

2009-11-25T16:57:00.006Z

When I think about some of my clients we are still in the stage of solving problems . Some others are at a place when they step out of their habitual perspective . A few are at a Transformational Change and that's a juicy place to be! What do I mean by this well some clients it's all about changing a behaviour, it's behavioural change for the next level it's about being increasingly aware which is why I use my "pattern profiling " to hold a mirror up and to as a collegue of mine puts it "to hold their feet up close to the fire". The next level is about "you never being the same" and your perceptions/your view changing especially around your "shadow".... The vehicle for all of this is extraordinary conversations and extraordinary trust in the coaching process and a real willingness to create change.

Transformational Change and progress

First-Order (Single-Loop) Change refers to solving a problem by doing something better. You've tried this and may have learned new skills and capabilities, but without examining or challenging your underlying beliefs and assumptions:
Second-Order (Double-Loop) Change refers to stepping outside your current perspective, examining your frame of reference, and doing something different. To take this step, you ask what assumptions and patterns have kept the same problems cropping up over and over, fundamentally reframe your worldview, and become less habit-driven, more open, and increasingly self-aware:
Transformational (Triple-Loop) Change will occur as second-order change creates a shift in your point of view. All your patterns will come into question. This change may happen gradually or all of a sudden. But you will never be the same:

Coaching gets a boost

2009-11-25T16:43:00.002Z

Quote from the Evening Standard which I read when I'm in London....

"Nine out of 10 organisations are now using coaching to help boost staff performance , despite a cut in budgets for training . Line managers are responsible for coaching in 6 out of 10 cases according to the Chartered Institute of Personnel and Developemnt's annual survey. , Taking the tempaerature of coaching which found a sharp increases in the use of this training tool. Previous surveys found that only seven in 10 firms were using coaching.
Commenting on whether employers were turning to coaching as an alternative to classroom based training , CIPD spokesman said
"there are lots of good reasons to question the value of classroom based training because there is the issue that it's high profile and expensive in difficult ecomnomic times. Coaching can be costly , but once you have got coaching resources in place, it's relatively cheap to keep going "
My quick response is Line mangers should be coaching, it's part of their job! I dsagree that coaching is costly , for example training a group of line managers for 2-3 half days days and combining this with a 4 month on-line interactive coaching programme would be less than £300 per per person! It's all about the flexibilty of the supplier !!

Completing goals

2009-10-21T11:54:00.005+01:00

So much is written about about goals.The thing that I like best is the simple stuff. I came across this as I started to develop a "support coaching" agenda for sponsors whose staff I will be coaching .

Possibilty of achieving a goal if you hear the idea 10%
If you decide to do it 40%
Plan how you will do it 50%
Commit to someone else that you will do it 65%
Have a specific accountabilty appointment with the person you have committtedc to 95%

Is Executive coaching for you?

2009-10-21T11:38:00.004+01:00

Is executive coaching for you? Maybe if one of these questions resonates with you.....

1) How do you currently address confidentially your problems, concerns ideas, doubts and difficulties? How do you do this so it’s not political or puts your career reputation at risk? Is this process as effective as it could be?
2) Is your work /out of work life balanced the way you would like it to be ? Does your career fulfil you ? Is change happening to you versus progress?
3) Is your business running you or even " over" running you ?
4) Do you need to upgrade or develop new skills or leadership behaviours? Move away from inappropriate or non productive habits? Be more self aware regarding your strenghts and blindspots…..
5) Does your career path or your next steps concern you ?
6) Are you experiencing "the zone" or "in flow" or is your work "work"?
7) How creative is your problem solving ability?

Coaching Cultures

2009-10-21T11:03:00.004+01:00

A lot has been said about comanpanies having a "coaching culture" however in the real world it seems that it's not that easy. Research fromthe ACCA (association of Chartered Certified Accountants ) suggests that it's not happening......Why ?

"Few organisations are currently seeking to embed a coaching culture across their businesses:
85% of respondents believed it would be beneficial to use coaches but over 60% of organisations do not use accredited internal or external coaches to develop the competencies of finance professionals.
85% of respondents deemed it beneficial to implement a coaching culture but lack of buy in from senior management remains a challenge for the establishment of coaching practices in many organisations."

Nicki Hickson of Ernst & Young said:
“When Richard King, Ernst & Young Managing Partner UK and Ireland, talks openly about his own coaching programme and the need for Emotional Intelligence in all leaders and professionals, that’s when the firm knows we are serious about coaching and mentoring.”
Jamie Lyon, co-author of the report at ACCA, adds:
“We see very clearly that the establishment of coaching and mentoring practices across the profession is an aspiration rather than a reality for most organisations. Coaching and mentoring is incredibly powerful but unfortunately in many cases these benefits are not materialising because the practices are not being utilised as widely as they could be.”

Full report here http://www.is4profit.com/small-business-news/20090121-study-coaching-mentoring-weakness.html#

Relentless

2009-08-29T21:13:00.003+01:00

Just came back from a day out in Bournemouth and saw some BMX cyclists( not young guys!) doing some amazing stunts as part of an animal clothing and relentless drinks promotional day . The performers did some jumps and flips off ramps with one of them doing a back flip about 30 feet up in the air....What was amazing was he had broke his back in practice the year before when trying out this stunt!
We talk about comfort levels , when you see people making their living like this it puts a little presentation skills nerves or closing a new deal or creating a new career in a slightly different perspective .....I'm not a fan of thses adrenaline drinks but give them credit , music action and passion , a heady combination

My Comfort Zone - A Poem
Author Unknown

"I used to have a comfort zone where I knew I wouldn't fail.The same four walls and busywork were really more like jail.I longed so much to do the things I'd never done before,But stayed inside my comfort zone and paced the same old floor.
I said it didn't matter that I wasn't doing much.I said I didn't care for things like commission checks and such.I claimed to be so busy with the things inside the zone,But deep inside I longed for something special of my own.
I couldn't let my life go by just watching others win.I held my breath; I stepped outside and let the change begin.I took a step and with new strength I'd never felt before,I kissed my comfort zone goodbye and closed and locked the door.
If you're in a comfort zone, afraid to venture out,Remember that all winners were at one time filled with doubt.A step or two and words of praise can make your dreams come true.Reach for your future with a smile; success is there for you!"

Robson's managing and coaching secrets

2009-08-03T13:06:00.005+01:00

I just found an article I'd collected 4 years ago about Bobby Robson's views on football and coaching ...I think they totally apply to smart "thinking" business coaching and leadership .....
Hope you're enjoying whatever game your'e playing now Bobby.....................................................
His secrets of "success" .
Love what you do, enthusiasm is infectious
To manage well you need to love what you do .This will enable you to put in the necessary hard work to create success. Your energy and commitment will also rub off on others .
Self belief will sustain you through the hard times
A manager cannot be swayed by every opinion or hurt by every criticism. Belief in yourself will allow you to stick with a strategy you believe in even when others are pressing you to abandon it
To create your own working culture invest in youth
Training raw youngsters is cheaper than hiring expensive recruits. And by investing in youth , you will also be able ti build a culture and asustainable method of operating according to your own wishes .
Long term planning requires confidence and understanding from your support network
If your strategy is designed to pay dividends you need to persuade your own supervisors or superiors of the necessity for it and constantly keep them aware of the probable timescale for it's realisation. If you don't bad results in the short term could cost you.
Trust and mutual respect are the crucial elements in any team
For team spirit to prosper , each individual should have a genuine faith in the abilities of others . They don't need to be best friends but must have aprofessional respect for each other.
If difficult people are useful to you , learn to handle them
just because some individuals in your team are personally irritating or awkward doesn't mean you should get rid if them.If they are good at what they do , you need to learn tio deal with them. But if the aggravation outweighs their performance , or if they start to create disharmony in the team , then it might be time to say goodbye.
Don't appoint "yes-men" as your assistants
It might make you feel good to have people around you who can't stop agreeing with you, but you should actually look for people who challenge you and force you to think through your ideas properly
Use role models as spur to underperformers
Use the example of high achievers to turn round youngsters who are not working hard enough to realise their potential
It's not the age it's the energy
If someone has the necessary enthusiasm and dynamism, it doesn't matter how old they are. In fact if they older they can combine their energy with the wisdom of experience only available to those of advanced years.
Don't neglect the future . Identify and foster management potential
If you look back far enough you are likely to remeber at least one person who believed in you and encouraged you to progress. You have now the responsibilty to do the same for others.

The Great Coach passed way

2009-08-01T18:47:00.004+01:00

This week Bobby Robson former England manager and legend died. One of the few manager and coaches with integrity in a game full of egos and double dealing Bobby was one of a kind. A brilliant man manager and inspirator who was the mentor of Morinho. As the Guardian said "Bobby Robson, the miner's son who embodied so many of the better qualities identified with the game in an age before vast sums of money came along to distort and realign its priorities". What I loved were his "guffs" his soundbites
"People want success. It's like coffee, they want instant."

“When Gazza was dribbling, he used to go through a minefield with his arm, a bit like you go through a supermarket.”

See lots more great quotes at
http://www.dangerhere.com/unclebob.php

Spiritual surfing in the flow!

2009-07-25T12:09:00.003+01:00

Anyone interested in "flow" or in "peak experience" will I'm sure love this ......
Mr Z the corporate spiritual lawyer sent me an amazing video of Laird Hamilton , the greatest surfer of all time who according to the experts on surfing has

"Restructured our perception of what was possible......There are the times when you call upon or you experience the deepest sense of who you are. . . . There is something about riding a sixty-foot wave that draws something out of you. The wave commands so much focus and so much attention that it’s the only thing that matters. It’s very purifying, because as far as you’re concerned, nothing else exists.............“the imagination of dealing with that uninmaginable energy and coming up with a plan spontaneously ! ”

Unbelievable especially as I'm impressed by surfers in Bournemouth riding waves of 6-8 feet !
http://blog.enlightennext.org/?p=1893#more-1893

Zen and Coaching

2009-07-24T19:08:00.003+01:00

I came across the following "sales" copy from a "Zen " coach in the US, but unlike normal copy "selling" why coaches are useful I found this made sense to me .....
10 Reasons to Hire a Coach For Your Business
1. TO KEEP UP. You can't solve tomorrow's issues with yesterday's strategies. An experienced Coach helps you develop the capacity to handle the increased complexity of your world.2. TIME. The Coach is trained to help you identify what's important now and in the future as you create business results. Leveraging your time is critical. Short, focused coaching sessions move you forward quickly.3. AWARENESS and BLINDSPOTS .A good Coach helps you develop your awareness - awareness of your mental models, or how you make sense of your world - and awareness of the impact of your words and actions on others. Your blind spots (and we all have them) can be fatal in business. A coach can help you understand perspectives you may not have considered. You can't move beyond your biases if you don't recognize them. Increased awareness is critical to executive and leadership development.4. BALANCE. The pressures of juggling work/life balance are always present. Quality coaching naturally facilitates your choices in establishing the level of balance you want.5. COMMUNICATION. You effectiveness in getting your message across and being able to draw the information you need from others and your team is critical to your success. A Coach can help you develop your competence in communication, listening skills, presenting your ideas, managing meetings and people. What you say and how you say it can be greatly enhanced with the clarity that comes from working with a Coach.6. PURPOSE. Without clarity of Purpose, individuals and organization have no foundation on which to build or expand their networks. Clarity of purpose makes explicit the reasons for being and motives for action. Clear purpose allows others to align their efforts in support of organizational purpose.7. CONGRUENCE. We are all looking for congruence in our leaders and associates. A Coach help you to BE congruent and live in alignment as you walk your talk. Congruence comes out of developing your awareness of the impact you have on others. Coaching to align identity, intention and action helps establish congruence, a byproduct of which is others' confidence in you as a leader.8. EMOTIONAL INTELLIGENCE. Studies show Emotional Intelligence (EQ) is more important than IQ in an Executive, leader, business owner and manager. A Coach helps you understand and develop higher levels of emotional intelligence.9. A DEVELOPMENT PLAN. Having a personal and professional development plan can act as your guide to increase your capacity and competence to lead. With a map, a plan and a coach, the chances for reaching your goals will be much stronger.10. THE COACH SPACE -- CONFIDENTIAL, SECURE, SAFE Many leaders and business people say they do not have any place where they can test, explore, discuss and receive push-back on issues critical to their growth and success. The coaching conversation is about all the points above and hinges on the right environment of confidentiality, safety and openness. This is the Coach Space. It is the space where clarity, insight, growth and development happen.

A balancing act ......

2009-07-24T18:05:00.008+01:00

Walking along the beach at Lyme Regis yesterday , I didn't expext to see a big banner on the beach with an Albert Einstein quote!
"The most beautiful thing one can experience is the mysterious.It is the source of all art and science" .......
The banner was promoting a guy doing stone balancing on the beach using natural forces of wind and gravity. I chatted to him about his vocation and his art and he told me how he found the process of balancing stones a form of meditation and also admitted he was a little frustrated that day because the blustery wind meant that every few minutes he had to srta again pick up the stone and make minute adjustments... I wonder how many leaders have that degree of patience and focus in their day to day work?I found the whole thing fascinating as the rocks seem to defy gravity. I wonder how we might might find some "meditative" qualities in our own work . For me this work is a treasure trove of metaphors , thought provoking and unique. There aren;t many stone balancers that I come across in my every day travels! Check him out at http://www.stonebalancing.com/

I also love his picture of his toughest balancing act when it took over 20 attempts to find the sweet spot....http://www.stonebalancing.com/stones-gallery.php

Love your work!? Your career?

2009-07-14T16:46:00.005+01:00

I didn't know what to post about Federer and "mastery" until I came across this quote:

The master in the art of living makes little distinction between his work and his play, his labour and his leisure, his mind and his body, his information and his recreation, his love and his religion.
He hardly knows which is which.
He simply pursues his vision of excellence in whatever he does, leaving others to decide whether he is working or playing.
To him he is always doing both.

James A Michener

How many of us find this in our careers ? Powerful stuff!

Coaching is thinking!

2009-07-04T11:28:00.004+01:00

I'm always curious what my clients get out of the session here's what a client said about a session yesterday in answer to what was of value to you ......
" Reviewing my performance targets that we set last session and steps I had taken towards these
Coaching from Rob Rave that provides the structure to my thoughts, resulting in my ‘light bulb’ moments
Having a session that I hadn’t prepared for was good in itself, with Rob’s support, to think a bit wider and longer term than I might otherwise do – for example I hadn’t considered for some time what I was really working towards achieving for myself"
Simple stuff BUT unless we have time we don't reflect, we don't think new "thoughts" ....

Andy Murray Roddick and coaching

2009-07-04T11:06:00.005+01:00

It was an interesting game yesterday, the "underdog" Andy Roddick versus the great White hope the "new" heavyweight Andy Murray, the face of Fred Perry indeed 19 management's Beckham of Tennis....
The script was there ready for a Murray V Federer final , the Tennis equivalent of Rocky .
Then Roddick with a "thought out game plan" as the commentators put it stopped the dream from happening. There was talk of his great Coach larry Stefanki and how he had changed Roddick's approach . What had he done to help the phoenix rise? What was some of the magic of his coaching?In Roddick's own words....
"When I hired him I just said that I’m not looking to run the show, that’s your job, I’m here to follow orders,” Roddick says, “and he said ‘ok, well, XYZ......... So the process started , I don’t think it was anything magic or revolutionary, it was just eating right, and the biggest thing was having six weeks of an off season to be really disciplined about it. "
And the XYZ ? The magic formula for coaching , the complex intervention , with a great understandiing of cognitive behaviours, motivation understanding, technical understanding eTc etc.....
NO in the real world it was simple , so simple ! What was it?What was XYZ? he said ‘ok, well, lose 15 pounds’. Simple step, simple Solution focused (SF) suggestion. And as I always believe simplicity is an art. Magic is sometimes what you don't do . Common sense ain't always common . It will be a great final Federer is a master at his art .......

Playing Tennis

2009-06-12T16:43:00.007+01:00

Played tennis the other day with a mate of mine. He said something which really stood out for me, having sweated and pushed myself to my (not as fit as I should be) limit which meant I really felt I had worked hard ! Both mind and body.....Having "won" and beaten him pretty comprehensively but thinking it could have gone either way , in that he wasn't that far off ......I found his response interesting.

"If we were playing for 2ooK I would have tried more".
Would we ever play for £? I suggested we might!

"No way " was the response!

A classic "double bind" I thought never thinking that I'd be thinking about the work of Grgory Bateson in a tennis match! http://www.psychotherapy.com.au/TheDoubleBindTheory.pdf
I remember reading that Connors always gave his best no mattter what was at stake. A good belief to have I think....

Decision Making

2009-06-12T16:33:00.004+01:00

In today's world it's often about the quick fix, the quick buck, getting things done quickly ......
The paradox is that as I wrote in my recent newsletter often it's the slowing down and creating quality thinking time that seems to get the results for us.... Plus so many people have trouble actualy making decisions for action...... A collegue of mine Ricahrd wrote a good piece on this recently
"The usual "reasons" are fear of making a mistake, followed by laziness. In tough times, people tend toward in-decision, which leads to learned laziness.
If you suspect you need more decisiveness from others (or from yourself), develop a process that will allow you to practice decision making. If you practice making quicker decisions, it will soon be one of your strengths.
With business speeding along as it is, we all need to become faster at making decisions.
I have used this simple 4-step process as a starting point with people. It works!
1. Write down what you need to decide. Separate the symptom from the core issue and get to the feeling behind. This will also help you go beneath the mind chatter to the core of the problem.
2. Decide why you need to make a decsion in the first place. This may sound obvious, but it is not. Ask this only after you have completed step one.
3. Set a deadline for making the decision.
4. Gather what you need to research the problem, develop your options and make the decision by your deadline. Reduce you usual analyze time by 50%. Go faster.
Why?
If you devote 7 to 10 days following this process, you will improve the quality and speed of your decisions. Practice on any topic you can find. This is the best way to break out of being a victim of the subtle effects of in-decision.
You will free yourself for more interesting challenges. You will see more opportunity. You already have all the insight and skills necessary to make any decision that confronts you."

Mistakes , I make laods , loads!

2009-05-22T09:12:00.004+01:00

One of the things that constantly keeps coming up as "advice" is making mistakes and how it's important as a CEO, business man , leader to make them and learn from them. . And it's also useful to let others know that if you are making an obvious (to them) mistake they should be able to question you about your decision making so you can recognise it before it's a glaring one! . So you don't want Yes men around you right ! Here's a video illustating this

http://www.smeacademy.co.uk/articles-video-tips/leadership-and-management-articles-video-tips/video-tip-never-let-me-make-a-mistake/

Private Equity challenge

2009-05-17T16:05:00.003+01:00

A recent article by Amy carroll about Private Equity referred to a predictation that up to 50% of PE firms were destined to collapse in the next year during these credit crunch times...... In the article in Real Deal she suggested that "cultivating and disseminating a sufficient sense of " solidity, permanence and weight within a firm " and to manage succession is critical. She pointed out that many of the industry's longest serving practitioners are preparing to bail and that puts the pressure on PE firms as most of them in Europe are" on the first or at the most -second generation" .
What I take this to maen is that there will be opportunities for fresh hungry less established practitioners to make a difference and survive. Like any business creativity, flexibility and fresh original thinking and attention to what every one else is missing will make the difference , don't you think?

Development :the journey

2009-05-17T15:40:00.006+01:00

I recently saw a simple "map" of a development process as follows:

Realization : I'm not perfect

Motivation : I want to grow and develop

Awareness of: How I think, feel and behave

Choice of : If where and when I want to make changes

Action : Extreme growth I will take action

Moderate growth : I only want to make minor changes

No growth :I'm not going to change !

Plan : How I will get there

This is "the skeleton " of the process, each stage comprises of a question for your head, a question for your heart and a question for your body. Each stage has 3 questions for yoour Head, your Heart and your body to focus on . A totlal of 12 questions. Let me know if you'd like to experiment working on your development in this holistic way and I will send you some key questions to ask yourself....

The future of private equity -adaption

2009-05-05T15:57:00.005+01:00

The future of private equity ....interesting article in McKinsey Quarterly: Adaption which in my view means looking at new perspectives, fresh and strategic thinking.....

These funds face a credit-constrained world; they must adapt to thrive. April 2009 • Conor Kehoe and Robert N. Palter
Is there life after leverage for private equity? The global financial system is struggling to work its way out of disaster: banks are flat on their backs, equity markets have plummeted, and a business culture built on leveraged portfolios has come unhinged. The future of private equity is one of the more intriguing questions for corporate finance and corporate governance alike.It may seem hard to be sanguine about the sector’s long-term prospects. With returns under pressure, private-equity firms will struggle to perform. Rest of article <http://www.mckinseyquarterly.com/article_print.aspx?L2=5&L3=2&ar=2325#footnote1>

A Dragon's refreshing perspective ...

2009-04-26T20:16:00.009+01:00

Last week a friend of mine invited me to a key note presentation by a " star" of a very well known business "reality" programme, Dragon's Den. . Most of the TV "reality" shows are about how clever the people are this was very different .
The talk which lasted about 30-40 minutes was refreshing . Why? He talked a lot about luck, how timing is so important how many deals fail , about manny deals of his failing, about getting everything right and still l not being successful , about looking at "disruptive businesses/models and how "buisness is more about people than products". His ego was definitely under control ...
He talked about business being like backgammon in that you can play a perfect game and still lose. The stories he told suggested that he had experienced valuable mentoring himself.
Business plans in his experience are "rarely" accurate in real life but the discipline of putting them together is useful, and how it's all about learning from silly mistakes....
Refreshing ? Well so many "expert" entrepreneurs are telling us all how smart , how bright they are and it's good to know that that there are some out there (in his case exceptionally smart -in this case an exceptionally high level of economic knowledge , track record investing in the stock markets and a chess championplus a key understandi ng of people )who are modestly admitting that they don't know it all! Lastly what impressed me the most was his "poverty of possessions philosophy" which means no need for flash boats or cars having had those experiences for a few years......! I managed to have a brief chat with him about sport and was again impressed by his normality and lack of self importance! I went home inspired.....

Inner strengths and flow

2009-04-17T19:05:00.004+01:00

Thanks to Mr Z the corporate lawyer who sent me the link to this article. He like me is a fan of constructive and positive approaches to change. The article he forwarded to me is focused on our internal strengths
During a Crisis, Find Your “Inner Zone of Excellence”
During a crisis, we have a choice. Either we find our "inner zone of excellence" and re-energize by connecting with the strength within. Or we regress into survival strategies that weaken our position further...... Many challenges will present themselves in our business : fear of the unknown (i.e. what will happen tomorrow ?), dealing with loss (i.e. losing a member in the team) and a general sense of vulnerability (i.e. how can I succeed in spite of unfavorable circumstances ?). These can plunge us into unhelpful survival strategies: attack, escape or rigidity. This frequently results in temporary regression or inertia.
On the contrary, we can focus in our "inner zone of excellence" and feel :
o No fear of failure or anxiety about achieving our goals
o A state of focused spaciousness in the mind and relaxed readiness in the body
o Performance coming without effort and without having to think about it."
That sounds like coaching tips on how to get into a flow state !

Full article;http://www.benoitsarazin.com/english/2009/02/during-a-crisis-find-your-inner-zone-of-excellence-.html

Darwin and survival of the fittest......

2009-04-17T18:19:00.005+01:00

For some reason I have come across so many articles, blogs etc that refer to Darwin recently. I think it's because many people are recognising that we have entered a phase . One of the "best" from a successful entrpreneur is
: "This is the year of Darwin,” says David Evans, the founder of performance improvement firm Grassroots. “It’s not just the fittest companies that will survive this recession, it’s the most adaptable.”
For more http://www.realbusiness.co.uk/news/leadership/5613231/david-evans-this-is-the-year-of-darwin.thtml

What can I control in theses crazy times!?

2009-04-17T18:16:00.003+01:00

If you accept that there are many things that you can’t control, you are left with the question, “What can I control?”
Great question. Remember to ask yourself several times over the next three months. The more you reflect, the more you will see that the only things you can control are: Self awareness, aspirations, desire, noticing how things affect you (energy, outlook, happy, sad), and attitudes.
In other words, your entire inner life is within reach of your decision making and objective. That is all the control you need. It is natural, easy to manage and within your control. It lays your foundation for all subsequent external events.
Since it is easy to “tune” in, it is also easy to “not tune in.” Most of our time is spent trying to control or change externals. That can be an endless effort that results in a frustrating and no benefit return.
Unfortunately, most of us have been trained (one way or another) to pay too much attention to those things we can’t control. Looking inside first always seems to always take a distant second place.
change the pattern: Try reversing the order for the next three months. See what you can change.

Happy Workers are productive!

2009-03-20T15:22:00.002Z

A short blog due to my injury......
Thomas Wright, professor of management at Kansas State university found this out about happiness at work. Among other comments are providing social support to help reduce the negative impact of stressful jobs and teaching optimism to emphasize positive thought patterns may be helpful. Sounds like "progress talk and thinking " to me!

http://www.ksallink.com:80/?cmd=displaystory&story_id=7585&format=html

Injured blogger!

2009-03-18T14:13:00.003Z

I haven't been posting recently because I've got Tennis elbow! it could be the tennis or it could be some sort of repetitive strain injury, whatever is the cause, the result is pain! I will have ago tomorrow as it has improved through a combination of acupunture , rest and magnetic plasters! We will see what happens when I post comments tomorrow, wish me luck!

Billionaires and sport

2009-02-20T15:27:00.004Z

Great article from Simon Barnes about the Stanford cricket "debacle" and the relationship of money and sport in this instance cricket.....

http://www.timesonline.co.uk/tol/sport/columnists/simon_barnes/article5768786.ece

Validation

2009-02-19T17:00:00.005Z

A colleague of mine sent details of a video "Validation". Fun story.
You'll need a few minutes to watch it .Reminds me of a young Gene Wilder .......
http://www.youtube.com/watch?v=Cbk980jV7Ao

The "gut " calling, teachers, learners in education ......

2009-02-19T15:58:00.006Z

I heard a speaker the other day who was talking about "your role as a leader of change".
He drew 3 circles 1) Passion2) Wisdom 3) Righteous indignation. Where all 3 circles overlapped was what he referred to as your "Calling" .
Why have you answered the call to be reading about this sort of thing?
Whay have you answered the call to be interested in coaching, in growth, in progress?
What does your "gut" say in response?

Interestingly although this speaker was talking about "teaching" there were so many overlaps into coaching including this great statement:

"The teacher (coach) is the "lead learner".....Once you throw your L plates away then you are dangerous."
There was also an interesting reference to Michael Fullan about education and change
"Time to think is essential. If this kind of thinking is to be valued, it needs to be realistically resourced! "
See http://www.ncsl.org.uk/onlinecommunities-index/comms-extracted-index/comms-extracted-fullan.htm

Progress talk ?

2009-02-19T14:00:00.005Z

Somebody asked me yesterday what exactly is progress talk?
this is my answer ! Progress talk is about asking certain questions and "connecting certain "responses in such a way that progress is quicker and more direct than by traditional problem solving approaches or traditional "around the houses" dialogue . It's about helping individuals, teams and orgainisations make direct progress in the direction they want

Business conversations should be just that and indeed they mostly are until it comes down to problems, or situations of adversity .....

It's about focusing on desired results and how you and the other party can make co-operate to make progress

Becoming fluent in progress talk requires the 1) listener to connect with the possibilities of progress, possibilities of using (unrecognised) strengths stated or implied in the response of the person they are managing /coaching/mentoring . this practically means knowing to leave out of a conversation and what to focus on/highlight

The other skill is 2) questioning and people like these questions because they are future focused, affirm their strengths and skills and help them move forward with their agenda. It is important to slow down and not overdo the questioning as it can feel like being interrogated!

Examples :
To negotiate “real” goals
what needs to happen today in order to make this meeting wortwhile?

To identify resources

What do you know about yourself (or your situation) that reassures you that you can deal with this?

To maintain progress
What do you think you will need to do/ think /remember to keep on making
progress ?

To motivate

How confident are you that you already have the ability to achieve your goal?

To increase self awareness
Where did you learn to do that? What does that say about you?

To develop strategies
What is the smallest step you could take in the next 24 hours which could be helpful?
What is the micro step you could take in the next hour or two

Whay not try out one or two of these and see what happens....Start slow at first.

CEO Secrets

2009-02-19T13:41:00.009Z

In "The Secets of the CEO" book many CEO 's who were interviewed reported to finding the job really tough and 40% or more use coaches as a way of helping them to be better leaders.
"With very little exception CEO's do not have a deep understanding of emotional intelligence and have not invested in developing their own EQ. The authors suggest that CEO's will mange fewer than 15 states in a 24 hour period with Daniel Goleman and the Dalai Lama "Destructive Emotions" suggseting that Tibetan Buddhists can attain 34,000 emotional states!
They suggest a quick self diagnosis
Are you consistently
"Realising your career anbitions and enjoying work?
Aware of how your emotions affect your decision making
Tuned into others emotions?
Thinking clearly?
Energised? "
If not you should be doing something about it....
For 515 senior executives analyzed by the search firm Egon Zehnder International, those who were primarily strong in emotional intelligence were more likely to succeed than those who were strongest in either relevant previous experience or IQ. In other words, emotional intelligence was a better predictor of success than either relevant previous experience or high IQ. More specifically, the executive was high in emotional intelligence in 74 percent of the successes and only in 24 percent of the failures. The study included executives in Latin America, Germany, and Japan, and the results were almost identical in all three cultures."
- Source: http://www.eiconsortium.org/research/business_case_for_ei.htm

Interesting article too in The Times about coaching
http://business.timesonline.co.uk/tol/business/career_and_jobs/article3381358.ece

Beckham 108 caps, Fletcher 580

2009-02-18T18:47:00.004Z

With all the Press around celebrity footballers I think sometimes it's worth thinking about "unsung heroes". My local club Bournemouth is trying to avoid relegation has asked Steve Fletcher to come back from a non leagure club to play for them. He is 5 years older than the manager and in his first 15, yes 15 years with the club made a record 580 appearances . That's loyalty , I also bet he isn't being paid wages of thousands a week! The guys who week in week out are loyal to their clubs are often forgotten in the focus on the 1% who flit from club to club and dominate the headlines so it was good to see this in an article recently.

Instinct yes !

2009-02-18T18:34:00.002Z

I just finished a draft copy of a newsletter I'll be sending out next month around intuition. I then was reading a series of articles that I have kept for a while and the first one was about a study at North West Unversity which has found evidence that most "hunches" are based on memories that lie just beneath the surface of our concious brain. Professor Ken Paller suggests
that "we need to develop our intuitive nature and creativity .Intution may have an important role in finding answers to all sorts of problems in every day life-including big ones such as our ailing economy ".
Maybe I need to be a professor, intuitively I 100% agree . Many business leaders have pointed out that that instinct is more reliable that conscious decion making . I think often in my 1 to1 coaching sessions clients are tapping into their imagination and their intuition .. Lots of interventions and ideas around change are derived from activating the imagination and creating new thinking that is fresh and based on possibility ......

Coaching, mentoring, teaching it's just a name

2009-02-18T18:02:00.004Z

I recently have done a couple of really effective coaching sessions where my client has given me very positive feedback in terms of how useful the sessions was. What has struck me on theses occasions is how far off the radar I have been in terms of being non directive and asking questions . I'm going to running a session for Tennis Coaches soon with the idea of being a coach as well as an instructor and I think sometimes asking people questions endlesslessly can be a sure way to drive them mad . So recently I seemed to have just opened up my simple common sense advice box or if you want a technique my colleague Allan Macintosh assured me it's the "What if" frame ...What if you tried XYZ..... So I think sometimes the blast of What if especially when delivered by someone like me (full of self modesty ) who seems to be able to brainstorm /create lots of new ideas, options at will is an effective approach. So with the tennis guys I will talk about the limitation of instructing only versus coaching but will also point out the balance btween the 2 the idea of knowing where you are being the key. Otherwise the danger is questioning somebody who just wants an answer, an opinion and all they get is "What do you think?"
Again it seems to boil down to being simple and how difficult it is . I'll keep practising...... On sunday I'm working with some mentors who work with "elite" students that'll be interesting because I have 3 hours to give them something profound !So far I'm on slide 30 plus! Keeping it simple isn't easy when you want to deliver so much , I guess I should take that advice and do less, we'll see!

Coaching for entrepreneurs who don't have the ££££! ?

2009-02-06T08:24:00.012Z

I read with inteerst the other day about a " flagship " coaching scheme for entrepreneurs that is strugggling despite a £400,000 investment. The GLE growth capital programme has struggled to find entrepreneurs to fill it's coaching programme which charged thousands of pounds...... I'm not surprised, start ups can be difficult enough without having to find up front training costs for 1 day a month of coaching....
The head of the programme said one participant doubled turnover on the programme and that
"In the current clinmate we think that this course could really make a difference for an individual business to have that close contact with someone "
Yes I totally agree and at the same time I think that this sort of program unfortunately doesn't have the flexibility in the current trading environment. For example if the participants were asked for contributions once they had reached certain business goals or if they were able to receive the program for free it would make a difference. For example in Bournemouth I'm a Coach and Mentor to start ups who don't have to pay as it's funded by grants so that the entrepreneurs benefit . In thi current situation flexibilty and creativity are key assets. Nice idea but what about commonsense, what about simplicity , what about supporting entrepreneurs at all levels, especially start ups? what about 2 hours a month versus a day , more isn't always bettter....That reminds me I'll be having a session with a new I man /woman start up in a few weks time .......

Little Chef and real "blue sky" thinking

2009-02-01T20:30:00.004Z

I loved the program about Heston Blumenthal, the chef who was sent in to bring the Little Chef chain into the 21st century. The MD of Little Chef kept referring to "out of the box" thinking and "blue sky thinking" and I loved the way Heston Blumenthal when designing the interior of the new flagship restaurant put a real blue sky and clouds on the ceiling of the Little Chef. He interpreted the metaphor literally! No different from coaches, facilitators and trainers working with metaphors in the corporate world
See http://www.cleanchange.co.uk/store/CleanLanguage/2009/01/12/where-are-all-these-metaphors-i-cant-spot-them/
I love using this with some clients who really benefit from this, but like all "methods" of change it's about adapting to the individual in front of you ..........

Uncharted waters

2009-01-30T17:09:00.003Z

With the economic downturn I believe that leaders will need to really connect human action with specific objectives and strenghten the connection between talent and business strategy using the strengths and advantages that their staff has to it's fullest degree.
For that to happen leaders will need to know their people , know what behaviours nedd to be reinforced and monitored and have the ability to re-engage their workforce(Especially critical if redundancies have been made) . Any cutbacks can creaste a sense of disullionsionment or hopelessness (see mu burnout blog) so it's vital that this pain is acknowledged and "fresh" thinking and "fresh" groups emerge versus just survivors. getting closer to people who matter both internally and externally is vital and leaders need to communicate cleraly and often and have great "coaching" skills which starts with listening .Leaders at all levels need to ask their team what they need and be prepared to use theses tough times as fertile training ground to build resilience and innovation into their culture . It's the time to really progress on creating new future through new and inspiring visions which must be created by positive leaders......

London talk- Burnout

2009-01-28T10:23:00.004Z

Went to a talk in London last week some interesting ideas . Apparently 3 things that cause /contribute to Burnout
1) Exhaustion
2) Disullionsionment
3) Feeling ineffectual, hopeless, helpless

Some ideas to combat possible Burnout included
"Anything" to help you be more resourceful - ask yourself
"What would enable me to be more resourceful ? More resourceful= more choices , so another question to consider is "What have I done in the past that helped me be more resourceful (Or resilient?) - Sport, Music, environment , people ?

After the talk I had quite a few drinks and was chatting about things I love to chat about with a colleague which helped me!

It can't be all bad, he's smiling!

2009-01-28T10:14:00.006Z

Just to prove what a strange world we live in, one of my all time favourite singers who I have never seen smiling; indeed when I last saw him live on stage he spent most of the time with his back to the audience...
Van Morrison whose new album Astral weeks Live at the Hollywood Bowl is grinning like a cheshire cat on the album causing many comments on music sites etc . Maybe he has realised that being spiritual doesn't mean being miserable.... Or perhaps he's been reading up on positive psychology and realises all that he can be grateful for! (He did sing the positive "Bright side of the road"....)

Great article-"The trouble with bosses today".

2009-01-28T09:44:00.005Z

Anthony Hilton wrote a really good article which was callec "The trouble with bosses today". Here are some extracts
management consultants Booz & co talked to 800 managers acroso the world and found that 40% , 4 out of 10 senior managers doubted their company's leadership has " aceredible plan to address the economic crisis" . 1/3 of the The CEO's and board memebers were also "sceptical about the plans even though they had drafted and approved them "
The writer offers 4thoughts about the current situation
1) No one under 40 has any experience of a downturn, so there is no corporate memory of what conyetr measures to take
2)The last 2 decades has seen a huge emphasis on the science rather than the art of management -"the data obscures the key issues and no one will make up their minds about what should be done and get on with it" ( Linear problem solving won't work )
3) CEOs incentived too get the share proce up verus building a sustainable business
4) Few CEO's come up through the ranks so "There are not many who actually inderstand the nuts and bolts of the businesses they run.....So much of what they suggest srikes their underlings -who know theses answers - as misplaced and appropriate"

The article finishes with the comment "They and much of the business community urgently need to raise their game" How many of them are doing something about it NOW!

What you don't always read about a celebrity footballers......

2009-01-28T08:50:00.007Z

I find so much negative press is about the rewards of various sportspeople and very little is written about their thinking , their mindset.
I cam across an interview with Ronaldo which instead of focusing on his cars , his fortune and accolades as a footballer , was about his thinking .
"My house is better than 10 years ago , but this doesn't change my character , my mentality, my ambitions.I'm still the same doesn't matter whether I have 1 million in the bank or nothing.
When I started in Madeira my mission was always to be a professional footballer but i never dreamed I would be at Manchester United at 18 years old .It was amazing for me but my ambition is always to play well. I remeber when I was young the opportunities came along and I took them. I don't know everything about footballor about my mentality .I want to learn all the time .It's always difficult when you are young and you have many things to learn and I am always wanting to learn. I've had the support of my whole family , if my family hadn't supported me when I went to Lisbon at the age of 11 I wouldn't be a professional footballer. My ambition , my focus has always been on football. When I was 5, 6, 7 I always asked my mum for a football as a present .It was always a football. My focus has always been on football. My ambition now is to win more things and stay part of the history after i have stopped playing .
If I can keep going like that things will keep coming naturally . 5 years ago I arrived In Manchester and I played well. then the next season I played better, the third season better still .I've always tried to improve every season .This season I will try to do the same ..If you have good players around you it helps .I think I am with the right club at the moment .I play bwith the right players . Everything is natural.I want to win again"
Whether you like football or not I think that this is a real glimpse of the sort of focus that professionals need to be at the top of their game and shows the commitment to progress that he has. In Zurich in January he was awarded the Fifa World player of the year the first english based plaayer to win the award since 1991. I think his "mind game" has alot to do with it....

Bankers are smart, right?

2009-01-27T19:17:00.005Z

I'm no financial or banking expert but I reckon that Barcalys who recently received £7 billion of funding via the royla families of Abu Dhabi and and Quatar have come out of this deal worse off than anyone else...
The clause in the recently leaked contract is significant. In a letter "If Barclays does have to issue any shares at a price which is, for example , half our agreed price, then you automtically get twice as many shares for the money you have already invested. If this provision comes into effect , you could significantly end up owning more of Barclays at no extra cost" Barclays shares were a few weeks ago. trading at about 1/3 of what they were . The deal that was done certainly was a smart win-win deal for the Middle East Investors and the VC company led by Amanda Staveley who allegedly made £40 million from arranging it . It says a lot not only about her negotiating acumen but also the level of relationships she has with the Middle East families established over many years . The message from the new investors to the government is clear- there are severe financial repercussions if you try and nationalise the bank.....

Oh Harry!

2009-01-27T19:02:00.005Z

Having been a fan of Harry Rednapp's management approach in the past particularly his ability to "lift" a player i was dsappointed to hear him publicy criticise a player. Why? Well purely because I don't think that it's that effective and doing it in private is sufficient. his comments about fielding the weakest team also seem a little strange as the message to those who were picked surely was clear. Indeed the supporters club summed it up

"Those who play will know that their manager considers them the wekest players in the squad".

I agree if players are not perfiorming but noyt convinced that public "outing" is the way to go.

The most successful manager and some would say "scary " guy is Sir Alex Ferguson. He has alsways kept his critical remarks between himself and the player concerned. 22 years as amanger of Manchester United woudl suggest that his "system 2 seems to work.....

Tough times different conversations....

2009-01-07T15:01:00.005Z

When things are going well and you are in your "zone" it's easy and very natural to stay focused and gaol orientated. However in the current finanacial environment where anxiety and the possibility fior conflict is greater what do you do when people don't perform .
The natural tendency is to be more directive , to generate pressure so that you get get results.A slower more patient understanding approach would on the surface appear to be the worst choice,wouldn't t it?
The tougher the times, the tougher the talk needed right? In my experience this doesn't lead to direct progress to the outcome. When people come up against a blame focused authoritative, bossy direct behaviour as an approach then generally the response will be anger, hurt and less commitment. So what can you do when you are up against it and need to create a sense of urgency and focus on performing better.
First step : Pause and consider what is my outcome overall that I want to achieve?
What worked well in the past with this person? What talents etc can they use ?
Am I trying to get rid of my frustration to make myself feel better, to offload my frustration or do I want to focus to achieve the outcome?
What can this person contribute to achieving this outcome and how might we get there together?
Yes it's about being collaborative, not alwaysc easy as there is lots of research about that says in stressful situations people get more and more direct . By choosing your attitude and your approach it makes the situation easier. Have a go , you've got very little to lose except your temper

2009, rollercoaster ride, challenging walk, a battle ?

2009-01-06T19:11:00.006Z

Intersting post in the papers about dealing with the current situation
Alain de Bottom the author and Philosopher said "there will be a whole new climate of scepticism about the market system-but one that will defy the old shrill labels of left and right .Expect ex bankers to find unexpected points of agreement with environmenatl activists, poets and fashion designers.....It will be a frightening exhilarating time

Malcolm Gladwell author forecasts that "it's not the level of hardship that causes people to crumble . It's the level of uncertainty that can destroy them.....
but if we maintain our direction and mission and have faith in leadership then we can make it .
he talks about cultuivating "deliberate practice" to become great at what they do ...."I'm talking about people who are critical so they can understand what they are good at and what they should focus on . developing obsessiveness is key. being given an opportunity to channel that obsessiveness is central to success- and being in love with doing it. In fact, I wonder if the love part isthe most important aspect.
What do I think in a nutshell is what we focus on or not focus on will contribute to the meaning. For some it's an opportunity , a real opportunity to challenge themselves . For me I'm obsessed with finding high performers with big visions who are themselves "obsessed" in focusing on business and personal progress. They /you know that we can't control the outside economy but we can learn to deal with situations, to develop resilience, to build up our people so that they get stronger . Your competition may be riddled with anxiety and that is precisely why you need to navigate through it developing resilience, tenacity, and new skills along the way. For me the metaphor isthat sustains me is about transformation, about reinvention..... of purpose. What is your metaphor?

More than a brand 19 Entertainment?

2009-01-04T18:34:00.006Z

Writing about 19 entertainment , and Simon Fuller signing up Andy Murray reminded me today about IMG . Unfortunately their original founder Mark McCormack died a few years ago ...They never seem to be mentioned any more since the death of the founder . In fact they are still a global company
" Founded in 1960 with a handshake between Mark McCormack and golf legend Arnold Palmer, IMG has grown into a global operation. In 2004, renowned entrepreneurial pioneer Ted Forstmann acquired the company and infused it with renewed energy, creativity, and strategic direction."
It's funny how perception works, I don't know which one is the biggest, the major Sports representation agency. I can guess... Yes it's about a brand but there's more...... I do know which one I think is in the driving seat for innovation leadership and vision. . For me it's also about an intangible factor perhaps the ability to bring different elements together and create something unique and exciting . It is the ability to invent and surprise to be creative, to improvise and have grest timing....

80% waste their time

2009-01-04T18:10:00.006Z

Survey finds that 80% of people admit to wasting time everyday . (Thanks to Liz for sending me info on this...)
The survey of 1,658 people in England also found that nearly a third of respondents (32 per cent) were annoyed at the amount of time they wasted in a day, with over three quarters (76 per cent) stating that they would like to make better use of their time.
The LSC's top ten time wasting activities include:
1. Waiting for other people (children, colleagues, partners) - 42%
2. Queuing – 39.5%
3. Clearing up after other people – 39%

What I found fsacunating was number 4 . Gossiping – 36%
bet it was not positive!
More likely deficit based, focusing on "problems" or more likely people problems and their enormous failings made even more pronounced by the gossip itself. ( Reminds me of the comedian Les Dawson in drag with his arms folded bitterly complaining...)
I would like to introduce the opposite of this into organisation, and with acknowledgement to a colleague of mine Peter in switzerland who calls it calls it "Appreciative hypothesizing" about others . You can easily take part , instead of saying I bet he or she is (negative phrase) instead "I bet he or she is appreciated by people for (Positive qualities) .

The problem with negative gossipping is that perceptions are formed and cemented . Language is so powerful and organisations need to work on this part of their game.

Stress, stress stress.....

2009-01-04T17:12:00.007Z

Palpable is the smell, the taste of stress in the air. As humans we are told and see such "bad" news on a daily basis unless we avoid all media that it will have an effect. With high profile bank and Hedge Fund Chief Executives in Switzerland and in the UK committing suicide never has there been a time when a focus on well being especially mental well being is crucial. People at all levels need to be heard and for that to happen time needs to be allocated . E-mail, telephone and face to face coaching can be provided before "counselling" for burnout etc is requires.
What is the state of mind of a burnout person?
"Now I feel a sort of general nervousness, with afeeling that if anybody said or did something to upset me I would be likely to erupt like a volcano. I have acouldn't care less attitude towards what other people might think of me and a great desire t be left alone. My self confidence has been shattered and i no longer feel capable of handling anything that is thrown at me . I have lost interest and enthusiasm. I feel disullusion , resentment and despair. A great lethargy and depression , like a dark cloud hangs over my head. I feel squeezed dry "
In the "diagnosis of burnout " one of the many signs is "being cynical, defensive and fault finding" (Source The Priory Clinic). Tis is a sure way to reduce mrale in a organisation , there needs to be a spirit of possibility , of a future otherwise more people will be affected by the naysayers....

Having down to earth consultants, coaches who "engage" teams and groups in order to keep this at bay is 100% critical because the last thing a comapny need when under pressure is more people unable to deal with pressure. Resilience or Thrive under pressure " programes" should be rolled out in these companies. I would say that wouldn't I yes AND it makes both common and commercial sense so i doubt it will happen fast enough......

Private Equity needs to work harder says Luke Johnson !

2009-01-04T16:38:00.012Z

Luke Johnson Chairman of Channel 4 writes in the FT that Private Equity will need to do things differently in the future and "work harder" ( my words - focus on every possible "progress element of maximising returns, including people management , customer service experience, creativity, sales and motivation of teams etc)
http://www.ft.com/cms/s/0/14de6f8c-d10b-11dd-8cc3-000077b07658.html

This also ties in withnthe views of Marin Arnold who adds "The private equity winners that emerge from this crisis will be those that show they are more than just financial engineers and prove that their model for owning and running comapnies is superior to those of quoted markets or family ownership. Mark O'Hare of Private Equity Intelligence says that "the industry still has $450 billion of undrawn investor commitment , giving it the advantage of dry powder to spend when cash is increasingly scarce. History shows that many buy-out deals done during a time of doom and gloom will produce the best returns." Sounds also to me like the PE guys who are focused on adding value , being creative, innovative, managing and working in the best ways with MD's and managers in their companies will make the most of people and their strengths. I will also suggest that people skills, soft skills will become increasingly important as people will need to be supported and developed now more than ever . Progress talk tm and othe approaches to engage development, problem solving, collaboration and high performing teams will become increasingly important so financial engineers will also need to become even better communicators, listeners and people developers. They will need to improve their coaching ability . Under increasing pressure it will be like football coaching their players in a cup final, words like attitudes trust, commitment, resilience will be more relevant ........People will crack more, see previous post http://rob-rave.blogspot.com/2009/01/under-pressure-patterns-can-crack.html

Why a lot of training now should be cut!

2009-01-03T20:41:00.006Z

The challenge is that the 'soft' issues are not effectively or easily learned or understood in conventional coaching and training. Whichever studies you look at that examine the effectiveness and results of training show similar conclusions; the vast majority of expenditure on training is wasted. According to experts , the figure estimated is that70- 80% of traditional change programmes fail. In my years of involvement in human development programmes and progress , I have found many reasons for this. All the usual character weaknesses affect the potential transformation; the lack of desire to improve, being closed-minded, having no commitment, no follow through, and the self-sealing defensive routines that exist in most of us.
Also my experience has shown me time and time again that we seem to have confused education, coaching and training only with the correlation of facts and knowledge. As the Futurist and Strategic Coach, Dan Sullivan states, "There's two types of smart. There's information smart and there's wisdom smart." He goes on to say, "People say that we're living in the age of information and I think it would be a lot better if we were living in the age of wisdom, because information is only good for a very short period of time. But wisdom lasts for centuries and we can see this in the words of great philosophers and great teachers that have lasted for thousands of years. And this is what's missing in a lot of people's lives because it's absolutely crucial for us to have wisdom."
Where is the greatest source of wisdom , under your nose...Your taem, your department, your group but they need ti be asked the right questions, that's why talk and calk or lecture style approaches to people and management development programmes are in my opinion a waste of money...Radical = involvement, radical= Listen to the wisdom of the people on the programme , radical=common sense ?
Innovate crete new programmes based on people talking together, engaging together working on their agendas ....

Andy Murray plays doubles with "big serving" Simon Fuller

2009-01-03T17:08:00.014Z

In Abu Dhabi yesterday Andy Murray beat Federerin 3 sets in his third consecutive win against the swiss palyer. John Newcombe Aussie veteran champion thinks Murray will end the year higher than number 4 in the world and is the man to beat at the Australian Open.
Whatever happens Murray has worked very hard on his conditioning and fitness with his team of trainers and coaches and it has paid off .
He's just been signed up by 19 Entertainment the celebrity run agency run by Simon Fuller ( advisor/manager of the Spice girls , develop of Americamn Idol and with clients that include actor Tom Cruise )the man responsible for David Beckham's $100 million move to US soccer.
http://www.thisislondon.co.uk/standard-sport/article-23609912-details/Andy+Murray+is+ready+to+muscle+in+at+the+top/article.do

Simon Fuller is one of the most innovative advisor and deal maker in in the media with the 19 umbrella handling numerous artists as well as being involved in many projects( The recent Little Britain USA was produced by Fuller)http://en.wikipedia.org/wiki/19_Entertainment
It will be interesting to see what impact this has on a game clearly needing a marketing /PR boost in the UK and maybe this new combination will provide this ?

Simon Fuller has a knack for working with shrewd people who make money. He's even involved with the marketing of Elvis !
http://www.ingeniousmedia.co.uk/corporate-finance/recent-deals/19-entertainment/

I will be fascinated to see what impact this has on Murray and on a game clearly needing a marketing /PR boost in the UK .....I wonder where will 19 look to expand next?

Review, reinforce, reflect, rehearse, re-engage, retain

2009-01-03T12:39:00.005Z

Another piecec of writing from I sure where which for me helps to articulate what a "progress session will help achieve
A review of your efforts, a reinforcement of your successes. a reflection of your approach where things need improvement, a rehearsal of new applications and practices in advance of doing them “for real”, a re-engagement with the learning process and thereby retention of key knowledge/information as you strengthen your associtions/ connections associated with that learning.

How might you incorporate some of this into your day, perghaps at least 3 of these R's.....

The less you know...Secret 5

2009-01-03T11:52:00.007Z

Successful problem solving and progress especially human progress does need need a mechanical or medical approach, ie fully understand the problem analyse it, get to root cause . The emphasis in the "progress talk" model and other radical problem solving approaches is to discover more about when the progress starts to happen.....The curiosity is around life/work when progress is occurring versus interest in when it doesn't . in sport as an example a friend of mine was telling me about a course called "Finding faults " , I would rather have a course called "Finding what works!" This links in with curiosity, are you curious as a leader , as a manager in what works versus fault finding ? Look for faults and probelms and they are everywhere ....
That's why experts and consultants are potentially dangerous working with people , if all they do is analyse and give their expert opinion based on "the way " that human beings operate . far more useful I suggest to find out what works for that individual in that particualr context for them . That's individual problem solving which is unique to (and for ) the individual ...
"It's so much easier to suggest solutions when you don't know too much about the problem."

Malcolm S Forbes 1919-1990, American Publisher, Billionaire Businessman

Under pressure the patterns can crack!

2009-01-02T18:41:00.012Z

Just got a communication from a colleague of mine(Thanks Mario ) that reminded me about the power of recognising patterns and how it affects the way we view situations and our reulting behaviours!. Because of the nature of the doom and gloom and repeated recession stories these patterns will be highlighted more and more. I know this because I observing this myself in my own thinking and behaviours!
The challenge that many people are concerned about is that with people under incredible pressure or perceived pressure as they feel uncertain due to possibility of downsizing, longer hours, a scary future, economic anxiety higher stress levels. This is likely to lead to increased conflict in companies. Understanding your startegies will help you identify the "cracks," the predictable, conflict-inducing behaviors that get triggered when stress increases. Each individual will start to exhibit these cracks when their preferred strategy feels impeded. For example, when Mr Z feels that his pattern of striving to be peaceful is being interfered with by the circumstances around him , he may well act out in ways that help to restore his sense of peacefulness. He may become withdrawn and non-responsive; in a sense hiding from the outside world. An accounatnt I worked with who was very different and has a pattern that's very different and he will act out in ways that help him feel bigger and stronger. He may become short-tempered and explosive, insulting and bullying others who get in their way. t is a real advantage to find out about patterns and provide some perspective so the person you are managing , coaching etc,. can deal with stress and their reactions to it. Or even more relevant is your own pattern I don't believe in labelling people but so far in my work when I have asked people questions to discover their own patterns I have had great success because I allowed them to identify and reflect on what makes them tick versus the precristive psychometric and other approaches . What are the patterns?
Below is a list of the nine patterns ; Some imagination and creativity can help you identify the ways people will act under pressure and how to potentially help communicate to help get them back on track. this is really only a quick summary , the questions I give to you can take about an an hour to answer and reflect on . If you are interested let me know and I'll incorporate it in your telephone or face to face first session/s with me . Otherwise drop me a line and I'll recommend a book for you...
The 9 patterns :
Focus on striving to be Perfect
Focus on striving to be Connected
Focus on striving to be Successful (2 of my "deal making" clients in London are very much in this style of pattern)
Focus on striving to be Different
Focus on striving to be Detached
Focus on striving to be Secure
Focus on striving to be Excited
Focus on striving to be Powerful (One of my former Insolvency CEO's displays this pattern)
Focus on striving to be Peaceful (Mr Z, the corporate lawyer displays these patterns....)
An example of a crack appearing even bigger is when you procrastinate... You don’t put “everything” off; you put off those things you can’t see yourself doing because your Pattern prevents you from seeing yourself doing that. Your pattern can be likened to you being in trance and only seeing certain things ......Subsitute the word trance for the word focus and perhaps you'll understand what I mean

Asperger's Syndrome

2009-01-02T18:16:00.011Z

I still work part time with children with learning difficulties and ADD and ADHD . Whilst writing the last post it reminded me why I still get a buzz from it. I also realise how many CEO's and other leaders I have met who display these same behaviours in the workplace !
The last post reminded me of a student I coached in tennis could barely catch a ball and was the absolute spitting image of the comedian Allan Carr. In 3 years he was able to get a rally of 274 with me . I put that down to his hidden genius and my ability to do whatever it took to find it.....using the the 3 "coaching" secrets helped a lot ....Simple but not easy it requires the coach(the manager) to be interested even fascinated by the player (student ) and to believe in the potentiall even when there was no evidence . Most coaches would have given up ona rally of 20 thinking that was the pinnacle but there's always more you can do if the client is willing ....

In this example I spent hours hundreds of hours over 3 years eliciting his resources and his strengths. I was also 100% focused on his game in the moment versus me being a great coach? The next strategy was the information that made a difference which was in this case he loved counting rallies (well me counting!) and looking to make progress each session (Student had a strong desire that I counted each time x, so that's what we did.) Coaching secret 3 was simply believing in the genius of the student , quite hard when you need to count to over 200 every session and you "fail" at 17, then at 50, then at 2 and the student wants to continue to beat their record !!that's why sports coaching is such a great way of potentially understanding change and progress. It's easy to "coach" a world class performer, they can already do it , the coaches who really learn their craft are ones who work with "hidden geniuses" !

Simple

2009-01-02T17:32:00.008Z

Not sure where this came from but I like it!

Little things can make a big difference.There’s no need to wait for a big break or breakthrough. Just do the little things.To make huge strides, take small steps. In sports, relationships, art, or business, success may be waiting for one more day, one last try. A single word can make or break us.One last straw broke the camel’s back;......
"It takes a long time to learn simplicity.-Louis Malle"
I love simple .....
Talking of which when I played tennis with my friend Jeffrey on the other day and used the 3 steps conciously on a number of occasions that I mentioned from Dan Millman the other day in my blog article "Focus in the now, move into the Zone"
http://rob-rave.blogspot.com/2008/12/focus-in-now-move-into-zone.html
It worked a treat , my focus was exceptionally good , played for 2 hours and probably was the most focused I've been.

Happy New Year! Creative imagination ...

2009-01-02T10:40:00.005Z

Before I go and rush off with good intentions and set all sorts of goals , I have decided to take some time time out to reflect on 2008. I am asking the following questions
What has worked for me in 2008?
How have I created these results, and what have I learnt ?
What do I need to keep doing this year because it worked for me?
What do I know I need to drop or let go of now?
What do I really want or would love to create this year?
Who or what will be helpful in this?
If I imagine creating all of the above what's the first thing I'd notice or do differently?
What progress"clues" do I need to monitor then? how can i do this easily?
What about you how are you looking to approach 2009?

“To solve the problems of today, we must focus on tomorrow.”
Erik Nupponen

Clarity

2008-12-30T13:02:00.006Z

Thanks to David Newman for stimulating these ideas on developing clarity .....

We learn wisdom through 3 things : Conficius said we learn first by reflection, which is can be regarded as noblest; second, by imitation, which is easiest; and third, by experience, which can be most painful . Let's examine these three methods a little more closely. Learn by reflection: "What should I do?" perhaps is not really a question of action - it's more a question of information. There's something else to find out: it could be about yourself, your capabilities, your desires, your goals, your resources, or your intention, but there's some piece of information required that is missing. When you have all the information, you can then know what to do. One way to access this information might be to retract back from the problem - spend some quality time as short as 30 minutes or as long as a week, or even more if you have the time. Take the time you need to really review the situation and your relationship to it. Look inward and explore your intuition . If you need more external information, go find it - talk to people, do some research, get out and about. But always bring that information back and examine it introspectively and systemically so all the pieces make sense . Then, allow what you see and know intuitivelly to help you decide what to do. Learn by imitation: . But if you see something that works in one company or industry, think how that might apply to your to the business problem you're trying to acquire wisdom about solving. Igor Stravinskythe composer was quoted as saying "A good composer does not imitate; he steals." Learn by experience: People sometimes make the mistake of assuming that learning by experience is the same as learning from your mistakes. That's only part of it. Perhaps more important is learning from your successes. Look for what went right in the past; what successes were easy, effortless, and enjoyable? What did you put into motion that "just clicked" and turned out even better than you expected? It is these successes that are some of your most powerful teachers in business. You can replicate the conditions under which those successes came to be. You can look back and recall the tools, the skills, and the resources that you used . You can start to be consciously awareyour strengths, and your own 2way of "being in the zone". And these things, if used intentionally and with clarity, are much more likely to serve you well in the future.

Sleep for solution

2008-12-30T12:59:00.005Z

Another interesting article from Jurgen Wolf

"Research is revealing more about the importance of sleep in the creative process. I've written before about how writers, inventors, scientists and others often have an "aha!" moment that reveals the solution to some puzzling problem, either in a dream or immediately upon waking. Recent research at Harvard, conducted by Dr. Jeffrey Ellenbogen, suggests that if the time you spend trying to find a solution includes a period of sleep, you are 33% more likely to make creative connections. In other words, you're more creative after sleep, even in the absence of those aha! moments. Some businesses have even installed EnergyPods, recliners with a hood that blocks out light and sound, so workers can take a nap. ACTION: the next time you're stuck - sleep on it! Short naps (15 to 20 minutes) are best, otherwise you go into a deep sleep cycle and will wake up groggy if you don't sleep for the entire 90 minutes. "

How do you see your people? Secret 3

2008-12-30T12:42:00.010Z

"When you see people as geniuses in hiding instead of problems to be fixed, everything starts to change."

- Environmentalist David Suzuki
Following on from coaching secret number 1
http://rob-rave.blogspot.com/2008/11/how-to-solve-tough-problems-and-first.html

and number 2
http://rob-rave.blogspot.com/2008/11/coaching-secret-2-its-about-extracting.html

How collaboration can help in mergers

2008-12-30T12:02:00.004Z

One of the first books I ever read on coaching was Masterful Coaching by Robert Hargrove
In a recent article I read he talks about 4 ways that coaching can help in a merger.
1. Coaching the merger executive team leader on delivering "opportunity" , through building a new company vision etc..
2.Coaching the merger executive team
3. Facilitation of key meetings to ensure team members think and work together
4. Coaching breakthrough projects to capture synergies fast

Full article "Most mergers fail to achieve the synergies promised by executives who lead the charge of bringing companies together. This article discusses the hidden obstacles to successful mergers and how to overcome them."
http://www.roberthargrove.com/scm/media/articles

7 days of simple progress

2008-12-29T19:09:00.005Z

1) For 7 days, make a note at the end of each day of all you have made progress on that day. No matter how small, recognise it as progress. anything that moves you slighly forward counts be it thinking or actions Then imagine vividly a future version of yourself. Just define what you want, in terms of the end result. Visualise, as if it had already occurred. 2) Start by taking a notebook and write down all your achievements, however samll you believe them to be . Starting with your childhood, write down those successes you had at school. Then work your way through the rest of your life. Referring to this book on a regular basis will help you . 3) Whenever you are faced with negativity, say to yourself 'what positive learning or possibilty for progress" can I take from this. 4) . Produce your own 'self progress inventory'. Start by thinking of the times when your remember making progress in a key area. What area was this in? Where were you? Who were you with? How did you feel? What action can you to take now to get that feeling back? 5)once you have done all 5 of these , each day make sure you write down your observations for 1) in your notebook and use your visualisation daily.

In In these tough times, managers...

2008-12-29T17:30:00.005Z

From a collegue of mine Allan Macintosh
"In these tough times, your leadership qualities have to shine through. Consider the following points and ask yourself whether you really are demonstrating effective leadership during this turbulent period.* You keep yourself mentally and physically fit and don't just appear to keep yourself busy for the sake of it.* You are 100% clear and fully understand what is happening in your company, the marketplace, and within your team.* You are up to date with the business plan and its progress* You remain positive with a clear action plan.* You neutralise any negative comments and behaviours from senior managers, peers and direct reports.* You are seen as a support to your senior managers, peers and direct reports.* You are constantly looking for new opportunities and prepared to take calculated risks to take advantage of competitor apathy, malaise or panic.* You ensure successes and recorded and celebrated.* You are networking like you have never networked before."

Paradox article

2008-12-29T17:04:00.004Z

With thanks to Jurgen Wolf for this . He writes a great bulletin , let me know if you want details.
"PARADOX" (It was written Dr. Moorehead in 1990.)

The paradox of our time in history is that we have taller buildings but
shorter tempers, wider freeways, but narrower viewpoints. We spend more,
but have less; we buy more, but enjoy less. We have bigger houses and
smaller families, more conveniences, but less time. We have more degrees
but less sense, more knowledge, but less judgment, more experts, yet more
problems, more medicine, but less wellness.

We drink too much, smoke too much, spend too recklessly, laugh too little,
drive too fast, get too angry, stay up too late, get up too tired, read too
little, watch TV too much, and pray too seldom. We have multiplied our
possessions, but reduced our values. We talk too much, love too seldom, and
hate too often.

We've learned how to make a living, but not a life. We've added years to
life not life to years. We've been all the way to the moon and back, but
have trouble crossing the street to meet a new neighbor. We conquered outer
space but not inner space.

We've done larger things, but not better things. We've cleaned up the air,
but polluted the soul. We've conquered the atom, but not our prejudice.

We write more, but learn less. We plan more, but accomplish less.

We've learned to rush, but not to wait. We build more computers to hold
more information, to produce more copies than ever, but we communicate less
and less.

These are the times of fast foods and slow digestion, big men and small
character, steep profits and shallow relationships. These are the days of
two incomes but more divorce, fancier houses, but broken homes.

These are days of quick trips, disposable diapers, throwaway morality, one
night stands, overweight bodies, and pills that do everything from cheer,
to quiet, to kill.

It is a time when there is much in the showroom window and nothing in the
stockroom. A time when technology can bring this letter to you, and a time
when you can choose either to share this insight, or to just hit delete.

Remember; spend some time with your loved ones, because they are not going
to be around forever. Remember, say a kind word to someone who looks up to
you in awe, because that little person soon will grow up and leave your
side.

Remember to give a warm hug to the one next to you because that is the only
treasure you can give with your heart and it doesn't cost a cent. Remember,
to say, "I love you" to your partner and your loved ones, but most of all
mean it. A kiss and an embrace will mend hurt when it comes from deep
inside of you. Remember to hold hands and cherish the moment for someday
that person will not be there again. Give time to love, give time to speak
and give time to share the precious thoughts in your mind.

Peak performance coach, motivated in 2009! Yeah!

2008-12-29T16:47:00.005Z

I promised Mr Z a video to really set him on fire for 2009!

Peak performance coach Tony Robbins on motivation in the current economic climate

http://www.youtube.com/watch?v=2ELWd8jog70

Or if you prefer a different style of motivation, perhaps even more motivational one of my favourite "gurus" and gansta motivator as well as writer of classics such as
Seven Hobbies of Highly Effective People, The Road Less Tarmac'd ,Garden Your Way To The Top & Good to Gooder .
http://succeedy.com/video.html

Let me know who you prefer!

What's going to happen in 2009?

2008-12-29T16:39:00.003Z

Faith Popcorn and Marian Saltzman are "future forecasters " They shared their predictions with the Los Angeles Times Here are some of their key predictions/ guesses : Generational tension (recent grads will feel cheated and resent Baby Boomers); The entertainment industry will thrive, with a heavy emphasis on nostalgia, happy endings, and fantasy; A move to safer cities and an increase in escapist behaviour, including smoking and drinking; stronger nuclear families and families of friends (including communal living) and sharing of transportation; acceptance of downward mobility - going simpler, smaller, and more ecologically aware.

I think that there will also be a real emphasis on dealing with the stress, anxiety and uncertainty of our times with an emphasis on focusing on career development through emphasis on progress and dealing with changes in organisations that are becoming increasingly prevalent. i will get more professional service clients wanting to focus on "soft" skills that will be become more and more valued! I reckon I'm as accurate as these guys!

Venture capital and coaching

2008-12-29T16:03:00.005Z

"No VC except the most self satisfied is content with the level of support given to the leaders of their portfolio companies. We know that the climate has changed and that there is a growing number of VCs who recognise that coaching business leaders through specific classes in various disciplines along with sharing experiences with other leaders in a structured training environment really works." To see all the article

http://www.startups.co.uk/6678842908618335879/coaching-tomorrow-s-leaders.html

Organisational progress

2008-12-29T15:28:00.008Z

Here is something I use with schools or organisations to find out out how much progress thinking tm they actually do . When answering this mark whether you agree or disagree and how much you can improve (On a scale of 1-10)

1.We focus on progress more than problems

2. We look for opportunities to create progress versus obstacles

3. We look for resources versus deficits

4. We make use of what is available (Versus think about what isn't)

5. If something isn't broken we leave it

6. If something works we create more of it

7. If it doesn't work we adjust and do something different

8. We take each case as unique and treat it so

9. We try out tiny steps that can leda to bigger ones(We experiment)

10. We influence versus trying to force, coerce or control

11. We know that progress can take place regardless of whether we find the cause of the issue

12. We know that "exceptions" and small examples of progress are very useful

13. We focus on action/s to create progress

14. We collborate verus relying onthe "right" models or experts

15. We act on the basis that the fuute is created rather than coming from the past

16. we look for examples and small signs of progress rather than someone or something to blame
17. We are able to be "fresh" and "not knowing" in our thinking therefore finding new ways to make progress that are innovative

18. We keep our language simple

Strengths what are they ?

2008-12-29T15:19:00.005Z

We hear about working to our strenghts but how com every few people seem to do so?

lack of self awareness is one possible reason , out "natural" ability to be biased , "oh that's not me"....plus we do not always receive feedback or if we do accept it regarding our strengths....

Often various profiles and psycometric "tests" focus too much on our weaknesses.

So what is a strength?

"A pre-existing capacity for a particular way of thinking , behaviour feeling thta is authentic and energising to the user, and enables optimal functioning development and performance (Linley 2007)

Or my version
"What rae your good at and think everybody or most people can do as well , often dismiss it as "oh it's nothing"(or are unaware of it) and love to spend time doing it ....?"
To go deeoper ask yourself 3 questions
1. What do you do so expertly and naturally that you don't even realize you're doing it?
2. What are you currently giving away that's potentially more valuable than anything you are paid for?
3. Just knowing what "it" is can be a breakthrough If you knew what "it" is, what difference would or can it it make to your business -- and your life?

The essential "soft" skill for Leaders

2008-12-29T14:56:00.008Z

The essential "soft" skill for Leaders is " progress talk". Building on the best of a number of compolimentary approaches such as appreciative enquiry, solutions focus, and NLP this is a way of communicating to the potential of a person. It is a process for uncovering new possibilities and internal and external resources which were previously either outside a person's awareness or their comfort zone.It is an essential Leadership skill and can be used to manage practical situations such as mergers between depatments or companies

4 steps to a more interesting future

2008-12-29T14:25:00.005Z

1. Know what your gifts are and what you love to do

2. Reflect on how you might cultivate thse develop and share your passions/gifts

3. Create some experiments that will take you out of your normal "comfort patterns"

4. Notice what works , change what doesn't and be the best you can be

Uncle Toni keeps it simple

2008-12-29T14:17:00.003Z

Interview with Rafael Nadal's coach who has been his coach since he was 10 years old

"For me sport is very simple. The concept is easy ; Hit the ball harder and close to the lines .But everybody around Tennis , coaches, jourmalists, physios make things more difficult , not more simple"

"My strengths as a coach are the mental and disciplinary things in practice and in life. I'm never gonna carry his bag because I'm on the same level as him , no not on the same level a little higher because of my age "

What sport can teach business ....

2008-12-29T13:57:00.007Z

Tenacity, patience, self awareness , experiencing getting and "being in the zone" that's for starters.....

For me personally any physical exercise massively helps de stress the mental demands of work...

“If you are a leader, business principal, director or professional stuck on a treadmill and wanting progress with your business performance or resolution of problems & people issues, try my unique sports programme that combines workplace coaching with your sport of choice. Working with clients in a sporting context enables them to use the experience as a catalyst for improvement in their leadership and performance challenges.
Utilising my rich and varied skill base to create a unique programme for your needs, the sessions may include: inner game; sports psychology: NLP; clean language; brief & other behavioural approaches and the best teacher of all: experience! You will need to allocate a morning for this

You choose the sport- be it golf, tennis, racquetball, pool, ten pin bowling... and bring a business issue with you. We hold a pre-session discussion to establish your particular outcomes .
We then hold a sports & business coaching session of between 3-4 hours at a venue local to youWe conduct a follow up session by telephone a few weeks later to constructively reinforce the progress
By playing this game you identify key actions to drive performance, renew motivation and harness talent to drive business improvement:
- The sports part works on your particular sporting issue- The business part addresses your particular business issue in conjunction with your sporting performance

If you haven't read any "Inner Game"books I strongly suggest you give them a read ......

Law firm's view on coaching

2008-12-29T13:41:00.005Z

Mr Z the corporate lawyer who is a grat advocate of this work recently sent me an example of how a law firm firm Thring Townsend Lee and Pemberton has successfully used coaching .

Their Director of people was quoted as saying

"The role coaching plays in successful business is most oftem misunderstood. Because it is referred to as a "soft" skill there is a misconception that it is an easy optionand therefore has no role in the hard world of business . In fact we have found the opposite to be true .

Coaching is about creating excellence, meeting objectives and winning. .....

We strongly believe that the only way for a business to become a higher performing version of itself is by turning the people into higher versions of themselves"

Good to see such "commonsense"in a firm. Reminds me that Mr Z the corporate lawyer recently told me that a firm , a market leader in it's field had told him that coaching skills not only support the engagement of people and the behavioural changes needed for culture changes internally but also externally help professionals build stronger client skills such as listening and and questioning clients ...... I'm really glad companies are switching on to the value of high quality conversations as a critical business factor .

Feedforward tip for Leaders, teachers and coaches

2008-12-29T13:29:00.005Z

Catching people in a management development process or any other learning doing things well as a parent, leader or coach gives you a great opportunity to future feedforward

Here's a "script" that you can adapt to your particular setting that I learnt from the guys at
www.weiterbildungsforum.ch

In our 1:1 work today I was really impressed with

Also I have noticed how you have effectively started to

And I'd invite you to do more of this , using some of the following of your special talents and capabilities......

Leadership coaching

2008-12-29T11:50:00.013Z

Often when working for a company I suggest that we find at least 2 stakeholders that will be able to determine in 6 months -12 months that the key behaviours have occurred (that my client has determined will make a significant difference to his or her leadership ability.)

Also I only work with executives who are willing to make efforts to change and believe that this will make them a better leader .

Taken from the great work of Marshall Goldsmith in the US I also involve shareholders by asking them to support that person in 4 distinct ways

1) Focus on the future, forget the past

2) Be helpful and supportive verus sarcastic/judgemental

3) Be 100% truthful and be aware of their own "filters"(Biased beliefs ) for seeing/not change 4) Pick 1 thing to work on themselves and ask my client for suggestions.

"Everything changes once we identify with being the witness to the story instead of the cator within it" (Not sure who said this...)

As someone working with leaders I also ask my clients to both engage in new behaviours and to have different even unprecedented conversations with me (and also with their peers/team. ) Substantial research shows that this approach creates focus and accountability and is the most effective method to enhance performance and to create impactful, sustainable change that starts to occur from our first session together.

Which leaders most benefit?

Recently promoted ones

Those identified as having high potential and being groomed for top positions

Those highly regarded for results but not interpersonal style

Those who need to be stronger leaders in the current market place

Those who realise as a result of peer feedback etc that they need to make key changes

" A practical question is one half of wisdom" Francis Bacon

More exceptions!

2008-12-29T11:41:00.005Z

You see once you look for them they start to appear. West End Theatres are bucking the recession. Advanced bookings for shows like Dirty Dancing have taken up to £70 million in advanced bookings (Society of London Theatre). Human beings it seems like to have hopes and entertainment in the doom and gloom of the day to day .....

Image coaches for lawyers

2008-12-29T11:34:00.005Z

The law firm Freshfields bruckhaus Deringer has instructed it's women lawyers to wear high heels in order to "embrace their feminity". male staff have also received "grooming tips".

A spokesman said

"It's a session on how to project a professional image .It's advice versus a list of do's and don'ts. "

It's apparently a way of developing a look to stand out from it's competition.

Great to look good no doubt but what about developing a unique way of talking with clients so that their langauage is also different?

Also what about working on

Differentiation in a way that is meaningful to clients

Going above and beyond client expectations

Making it easy and simple for cients to interact with you (Links in with uniqueway of talking to your clients)

Simple idea

2008-12-29T11:16:00.007Z

Good to see innovation being used in away to help parents . Wristbands and mobiles have been combined so that if a child goes missing all they need to do is to ask an adult and text swift to the code on the child's wrist, thereby sending a message to the parent's mobile . Simple clever device, I hope it's successful...

http://www.tagngo.co.uk/

Yo money made me a nicer person!

2008-12-29T10:14:00.005Z

Simon Woodruffe founder of Yo sushi was recently interviewed and to the question"has money made you happier?"responded

"I think it's probably made me a nicer person .That probably sounds like a strange thing to say but i used to be anxious, driven and insecure.I left school with just 2 O levels , no real qualifications to fall back on . Achieving success has always been part of my self esteem. At some level I was always quite angry. Iwas angry with my childhood, with my father not having what he wanted and myself for being angry. My success has made me more comfortable with myself and a lot more relaxed."

I like this honesty ,very rare honesty from a hugely successful entrepreneur ...

Building a greener future= simple behaviours

2008-12-29T09:53:00.004Z

I read an an interesting article in the Telegraph about how a 1/5 of the energy used in European building is wasted. What got me was how simple the solution is , human beings changing behaviours!
"Some of the simplest measures are both simple and cheap. Encouraging staff to turn off equipement that is not in use, to switch lights off when they are not need , to bil a cup of water rather than a full kettle for a cup of tea are all obvious.The clever thing here is not technical but behavioural -motivating the staff to keep doing these things and then to keep doing them"

Coaching tip, "progress talk"

2008-12-29T09:20:00.006Z

Those of you having "progress sessions" with me will be aware that a big part of what I do is to ask you to reflect what's going on in your situation. During a session I will often ask "Is this (what we are talking about) useful?".

Why? Apart from giving the client an opportunity to step into a "meta view" on what's going on , what are they noticing it also gives them an opportunity where they become aware of choices that are emerging /facing them. On a very practical level it enables me to know if we are addressing the most useful thing at this point in time , here and now. Follow up questions are easy, depending on the response ;

"What would be more useful?"

"What has been most useful so far and in what way/s?"

Asking a client to notice/observe his/her own actions and reactions in their environment whether it be the current one or a future one is a really useful way of of inflencing his/her actions which will hopefully produce more helpful results.

Racal makes money, another win...

2008-12-28T21:10:00.004Z

Key staff at Racal Acoustics sold the busineess for £115 million having been backed by ECI the PE company 3 years ago in a management buy out.