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Not Everyone’s Cup Of Tea

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As this is the season of gifts and thoughtful reflection I wondered what is the ideal gift you would give yourself in 12 months’ time?

Coaching present
Could your gift to yourself involve switching jobs?

Perhaps you were thinking of finding an occupation which reflects your values & beliefs more closely?

Maybe it relates to having a satisfying balance between time spent with supportive colleagues, trading in ethical products and enjoying a good quality of life?

Does achieving a fraction of that change sound like hard work?

Well, apparently a step or two along the road toward those outcomes is possible.  BBC Business coverage of Henrietta Lovell’s Rare Tea Company records such a journey.

http://www.bbc.co.uk/news/business-20761886

Henrietta realised that there was scope to meet the needs of rare tea enthusiasts and became a kind trader into the bargain.

I love the positive energy she brings to the enterprise she founded.  Instead of constantly eyeing the bottom-line, in a competitive scramble, she asked:

“Why can’t businesses be run with a generosity of spirit and a lot of goodwill”?

http://www.rareteacompany.com/

She is making generosity and goodwill part of her business offer.  She is also making the business work.

According to the article, that is an approach which other, less nichey traders are adopting too.  The article is well worth a few minutes of your time.

I wonder how many business leaders are inclined to think about working with a coach to improve their performance outcomes in terms of their ethical reputation, or social impact?

Perhaps that was part of Google’s initial philosophy when their informal motto was ‘don’t be evil’.

Either way it would be incredibly positive to coach organisations who were professional about the goods / services they provided but also mindful of their stake in society.

As far as I can see those organisations, their staff, customers and stakeholders would all benefit from sharing an ethically- based value system.

That thinking has to be good for business.  Even though, obviously, it wouldn’t be everyone’s cup of tea.

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It Is Good To Meet You, Mr President

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Luckily the Mayans were wrong.  Or maybe our interpretation of their calendar was wrong.  Either way the world didn’t end today.  This is a good thing, as I have plans for Christmas.

#christmas

#christmas (Photo credit: Isselmuden)

 

Fortunately this year there isn’t a nerve wracking social event to get past before Christmas arrives.  You perhaps know the sort of situation, social drinks with the head of department / director / chief executive.

 

Yes, socialising might just be a relaxed time-out from work.  Maybe though the senior colleague’s company makes you sweaty palmed.  If so, what can you do about it?

 

There’s an interesting parallel discussed on the BBC’s website today.  What do you say at a social gathering with the chief executive when he is also the commander-in-chief, Barack Obama?

 

I suppose it depends on a number of factors:

–       how much preparation do you want to put in, beforehand?

–       How do you want to benefit from the situation?

–       Will you remember the thing you want to say when the moment of truth arrives?

 

The article is an interesting read, so I have attached it below.  Perhaps it is a useful think- piece for anyone trying to make the most of a major opportunity to make a good, first, impression – or to win friends and influence people.

 

http://www.bbc.co.uk/news/magazine-20686066

So This Is Christmas?

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English: Coaching process model (GROW model) P...

English: Coaching process model (GROW model) Polski: Model procesu coachingowego (GROW model) (Photo credit: Wikipedia)

Although it is the week before Christmas, seasonal goodwill seems thin on the ground.

Obvious tragedy and strife aside, it is the personal stresses which can make the world seem especially grim.

For instance, the Guardian’s ‘Work’ section features the case study of a senior manager whose skills and successes cut no ice with his senior colleague.

Top management are blaming the woes of the larger business on the senior manager.  His previous good leadership of his business unit goes unrecognised.

Above the line, the article describes the chilling effect of the blame game.  The senior manager is left feeling his confidence ebbing away.  He feels trapped, and is facing a six month count-down to termination (he is suddenly performing ‘unacceptably’ in the larger organisational context).

That is a bleak way to end 2012.

It is an eye-opener to read some of the reader feedback, offered to the senior manager, below the line.  Some of it seems defensive.  Some of it aggressive.  My take on what he could do next is, inevitably, coaching themed.

You can read the article and comments (mine are included as RogerAD) here

http://www.guardian.co.uk/money/work-blog/2012/dec/17/should-i-leave-my-job

Basically, I am saying he should find himself a coach and allow himself to be supported through the GROW model:

Identifying a goal – determining what is the positive benefit he wants to head toward, in the time he has available?

Reflecting on his reality – questioning what does the relationship between his values and those of his organisation feel like?

Listing his options – working out what are the steps that take him forward, toward his ultimate goal?

Using his will – relying on the reserve of positive energy he holds – that his caused him to seek a solution to his dilemma – to identify the first step he can immediately take.  That is the step which will move him one step closer to what he wants.

It will be interesting to see what type of feedback he chooses to follow.  Whatever he decides to do, you have to hope his 2013 turns out better than 2012 has.

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Space: The Final (Coaching) Frontier

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English: The International Space Station is fe...

English: The International Space Station is featured in this image photographed by an STS-134 crew member on the space shuttle Endeavour after the station and shuttle began their post-undocking relative separation. Undocking of the two spacecraft occurred at 11:55 p.m. (EDT) on May 29, 2011. Endeavour spent 11 days, 17 hours and 41 minutes attached to the orbiting laboratory. (Photo credit: Wikipedia)

Even high flying organisations can reach their peak.

 

Case in point, perhaps, is the United States’ space administration, NASA.  In my lifetime their visionaries put a man on the moon and a fleet of space shuttles into service.

 

Those were the past glories.  At the moment manned space exploration is on hold (although the International Space Station is doing interesting work).  The shuttle fleet is on permanent museum display, having reached its expiry date.  The vision seems to have dimmed.

 

Sadly, according to a BBC report, NASA’s current mission statement is a clunky amalgam of five elements, which add up to a less than inspiring whole.

 

As Marcia Smith, president of Space and Technology Policy Group, observes ‘If it takes you [five] phrases to explain [your goal], then you do not have a crisp, clear strategic vision.”

 

Come to think of it, that’s a coaching point.  To get where you are going you need to be clear about where that is.  You, or your organisation, also need to be able to set out the small steps that get you there.

 

For instance, to safely accomplish a moon landing you need to have done many things, including surveying the landing site.  (As a footnote I didn’t realise that the late astronomer, Sir Patrick Moore, contributed lunar data which helped the Apollo space programme progress).

 

So, as they contemplate their organisation’s future, NASA’s leaderships needs to hire some new talent.  Perhaps in addition to the astronauts, engineers and project planners the administration needs a few coaches.  Equipped, of course, with the right stuff.

 

http://www.guardian.co.uk/world/feedarticle/10560956

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Brand Loyalty – Our Survey Says…

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English: Johari-window for the character of Mi...

English: Johari-window for the character of Miles in the Woody Allen film ‘Sleeper.’ (Photo credit: Wikipedia)

Back on September 16 I posted a few thoughts about unique selling propositions, in the sense of personal marketing.

Basically I was asking – Who do you think you are?  But an equally important question might be, How do others see you?

I was delving into all four of the Johari windows, since these days the combination of self-knowledge and outer presentation can really help us achieve our goals in life.

Since then a good example of damaging ones brand has cropped in the media.

Step forward Angus T Jones, a young actor.  He might want to speak to his coach, assuming he has one, about re-imagining his brand.  It is difficult to row back your comments after calling the television show you work on ‘filth’.  Especially when it pays you a reported six figure salary, per episode, for your efforts.

His colleagues on Two and a Half Men may have a different view on his professionalism this week compared to seven days ago.

http://www.bbc.co.uk/news/entertainment-arts-20523582

According to industry speculation his employer, CBS television, may be parting company with him in the near future too.

Speaking for myself, taking stock of the feedback I got from colleagues and customers recently has been positive and contentious.  Apparently I come across as: ‘supportive, empowering, creative and calm’.   Perhaps differing contexts are involved in the last two, which seem a bit contradictory to me.

My next coaching goal might focus on the attribute I display least often – creativity – so I take specific actions that allow me to display the attribute a practical number of times by Easter 2013.

Memo to self: However I pursue that goal I will do my best to ensure the only colourful thing on display is my creativity.

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Time Is On Their Side (Yes It Is)

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English: Trade ad for 1965 Rolling Stones' Nor...

English: Trade ad for 1965 Rolling Stones’ North American tour. (Photo credit: Wikipedia)

When they started to work together 50 years ago I doubt the Rolling Stones knew how successful they would be decades later.

Their goal was to play the music they loved, in front of people who appreciated it.  That plan seems to have worked out quite well.

Now, according to BBC Business coverage of their sellout O2 concerts, their most recent tour – A Bigger Bang – earned £348 m. Which sounds like a decent contribution to their retirement fund.

http://www.bbc.co.uk/news/business-20499742

Not that they look ready to put their feet up.

All of which contrasts to recent research, about life planning, published by the National Association of Pension Funds.

http://www.bbc.co.uk/news/business-20543308

NAPF believes many over 50s are sleepwalking into their old age. Essentially they are not putting enough by for their non-working years. Risky given increasing life expectancy.  Making ends meet in years to come calls for effort now.

Perhaps a good first step  would be to visit the Money Advice Service website www.moneyadviceservice.org.uk and see what information it contains, to help with long-term planning.

A reasonable second step would be to find a supportive coach, set a financial goal, and work steadily towards it.

Most of us won’t be multi-millionaires in our 50s and 60s but, I believe, many of us could be more secure financially: starting now with a bit of time devoted to planning our future.

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Inside Out

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According to government research, quoted by the Daily Mail recently, six out of ten offenders dealt with by the justice system return to crime within nine years.
Daily Mail coverage about tackling reoffending by mentoring

That must have a major impact on public finances (which bear the costs of policing and punishment); and peoples’ lives (both victims of crime and perpetrators).

No wonder then that acting for the government, Justice Secretary Chris Grayling is encouraging the growth of effective mentoring programmes, intended to keep ex-offenders from re-offending.  The Guardian newspaper documents the early stages of such a mentoring relationship.

http://www.guardian.co.uk/commentisfree/2012/nov/23/prisoner-mentoring-rehabilitation-conversation

http://openclipart.org/clipart/people/magnifyi...

http://openclipart.org/clipart/people/magnifying_glass_01.svg License: PublicDomain Keywords: people Author: AbiClipart Title: Magnifying Glass (Photo credit: Wikipedia)

I believe that significant value could be added by skilled volunteers meeting the offender a year before their sentence ends and supporting them through establishing a coaching relationship.

The key would be the coach helping them look closely at the reality of their lives to date; identify positive future goals (in the same way that readers of Brian Tracy, Steven Covey, John Whitmore or Laura Berman-Fortgang would recognise); select the viable options they can pursue to attain them; develop the will take the first steps toward their future.

Undertaking that journey would establish strong foundations on which mentors and other positive external influencers could build, after release.

Hopefully mentoring is only one of the strategies which the government is going to support, to help offenders better manage the transition from life inside to their future beyond crime.

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Our Bodies Can Change Our Minds

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Amy Cuddy - PopTech 2011 - Camden Maine USA

Amy Cuddy – PopTech 2011 – Camden Maine USA (Photo credit: poptech)

Thanks to the Coaching Academy’s members-only LinkedIn.com web site, which has highlighted a really interesting 20 minute TED Talk by social psychologist, Amy Cuddy.

The talk explores the potential for our thoughts and physical presence to change who we are.

Her research suggests it might take just two minutes (somewhere privately) standing in a ‘power’ pose, to gather inner strength & subsequently ace that job interview or important presentation.

The Talk itself is definitely worth a few minutes of your time.

Amy Cuddy TED Talk

Other interesting, generally available material on www.the-coaching-academy.com

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Memories Are Made Of This

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English: Complete neuron cell diagram. Neurons...

English: Complete neuron cell diagram. Neurons (also known as neurones and nerve cells) are electrically excitable cells in the nervous system that process and transmit information. In vertebrate animals, neurons are the core components of the brain, spinal cord and peripheral nerves. (Photo credit: Wikipedia)

My memory for names is patchy sometimes.  I can meet someone at a social function, hear their name, shake their hand and minutes later have forgotten what they are called.  Not a good attribute to display as the Christmas party season approaches.

 

I am going to try coaching myself to do better with remembering people’s names.  According to an item in the Guardian newspaper, about revising for exams, there might be a straightforward way to do this.

 

Pathways between neurons [the brain cells which store information] can be strengthened over time. Simple repetition – practising retrieving a memory over and over again – is the best form of consolidating the pattern.

 

I am going try using the person’s name a few times in conversation straightaway, to see if that locks it into my memory.

 

http://www.guardian.co.uk/education/mortarboard/2012/nov/06/how-your-brain-likes-to-revise

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How Full Is Your Bucket?

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Cover of "Understanding Psychological Con...

Cover via Amazon

In my experience some people resist change in their professional lives, even if they are unhappy.  They don’t want to benefit from taking on a new way of thinking, after a change to their circumstances.  Or they may feel that ‘at their time of life’ change is not possible and they have to put up with bad situations.

I think those people may be missing out.  That is especially true if the person is in a junior job role and change has happened around them, meaning their expectations about their working environment – personal development; pay rises; job security – are not being met.  This is true in the private sector and, the Daily Telegraph’s Jobs Editor Louisa Peacock suggests, amongst civil servants.

http://www.telegraph.co.uk/finance/jobs/9630531/Whitehall-jobs-down-30000-on-year-amid-rock-bottom-staff-morale.html

Hopefully senior managers already have, or are actively being coached to develop strategies to counteract the dip in staff morale that results from unmet expectations.

For senior managers who don’t see why action is necessary (or believe staff will put up with just about anything) Neil Conway and Rob Briner’s 2005 analysis ‘Understanding Psychological Contracts at Work’, includes the telling observation:

“When an employee believes that [their] organisation has failed to deliver its promises on a regular basis, he or she will question whether it makes sense to continue contributing to that organisation or whether it might be better to move on to another”.

The new look People Management magazine this month includes a feature on ‘Eight Ways To Reward Staff, Without Giving Them A Pay Rise’.  I like the simplicity of their final suggestion: try to say ‘thank you’ to others for their contribution.  The article suggests literally writing notes of appreciation and leaving them with colleagues who have done a good job (I can remember from personal experience how a simple act of appreciation can put a smile on someone’s face).

The magazine says this concrete expression of gratitude is an echo of Tom Rath’s and Donald O Clifton’s approach to combatting workplace negativity, set out in their book, ‘How full is your bucket?’.   I like the idea and I am going to try it out the next chance I get.

http://www.amazon.co.uk/Full-Your-Bucket-Positive-Strategies/dp/1595620036