Sue's Blog

Personal growth often uncomfortable, management trainer says

Wed, 12 Nov 2008 03:50:47 +0900

Have you ever reflected back on the best and worst experiences you've gone through and been able to see, sometimes after the events, how you have changed and grown and developed in some way, as a result? M. Scott Peck, in The Road Less Travelled, said "The truth is that our finest moments are most likely to occur when we are feeling deeply uncomfortable, unhappy or unfulfilled. For it is only in such moments propelled by our discomfort, that we are likely to step out of our ruts and start searching for different ways or truer answers". What have been the prompts for your personal growth and development?

Coaching, coaches and the Dublin Declaration

Thu, 6 Nov 2008 10:09:28 +0900

Recently, numbers of coaches and interested stakeholders from around the world met to discuss advancing coaching as a profession, at a Global convention on coaching in Dublin, Ireland. The outcome of the convention was "The Dublin Declaration" which reflected the passion and commitment of the group to work together as individuals and organizations to advance coaching as a profession. The International Coaching Federation has taken a leadership role in this, as they continue to work to advance the art, science and practice of professional coaching.

Going to the moon is easy, management coach believes

Thu, 30 Oct 2008 11:23:17 +1000

I spotted a sign in a café over the weekend and thought it was so good it must be shared. "This is a team. We're trying to go to the moon. If you can't put someone up, don't put them down".

BEID feedback model simple to use, personal management trainer says

Thu, 23 Oct 2008 08:13:40 +1000

A handy little feedback model to have in your management toolkit is the BEID approach. B=Behaviour, E=Evidence, I=Impact, D=Do. If, for example, we have a staff member who wasn’t performing as well as expected, the BEID model requires us to monitor behaviours, obtain evidence as to the performance levels, consider the impact the behaviours have on the individual concerned and the workplace, then do something about the performance gaps.

Getrude Matshe�s message needs to be heard and spread

Sun, 19 Oct 2008 11:11:09 +1000

At a CoachMecca coaching conference in Queenstown, New Zealand this last week, I heard Getrude Matshe speak about the Africa Alive Education Foundation she established to sponsor HIV orphans in Africa. If you haven’t already heard about Getrude’s work, visit www.bornonthecontinent.com and www.africaaliveeducationfoundation.com for details.

Does a map reflect the territory? personal management trainer asks

Thu, 9 Oct 2008 13:32:08 +1000

In an article in a local magazine this week (St. Albans News, Christchurch, New Zealand, October 2008:7), lifestyle coach Peter Evans mentioned philosopher and scientist Alfred Korzybski who had said "The Map is not the Territory" and described how someone's interpretation of an event or object is simply that, an interpretation and not necessarily an accurate description of what actually is. Evans said everyone has their own beliefs or maps about who they are and where they’re going and noted that if the map is limited in terms of reference experiences and beliefs than people's thoughts and actions will be similarly limited. He commented that what people think or perceive to be true may be the simplest obstacle to changing how people feel or act on a daily basis and if we want to enrich our lives we must first enrich our maps by expanding our beliefs and references about what is possible. In taking note of Evans and Korzybski, a good question to ask ourselves is, is my current map limited? and if so, when will I do something about it?

Are low standards common? personal management trainer questions

Thu, 2 Oct 2008 05:18:18 +1000

Just last week someone told me about a trades person who was well known in their trade as being too careful and particular about their work. The person spoken of really cared about what they did and ensured everything was completed by the book and to the highest possible standard. What amazed me was that the story teller (also a tradesperson) wasn't endorsing the actions of his colleague, but was dismissing them and suggesting it really wasn't the way to do things. Near enough is good enough, I was told, as that's the way things are and should be. Oh really? That certainly doesn't fit my ideas about professionalism and professional practises - what about you?

Athletes can teach business people a thing or two, personal coach believes

Fri, 26 Sep 2008 12:55:11 +1000

The latest newsletter of coaching colleague Belinda Merry (wbd@merrymentality.com.au) reminded me of a book I've been meaning to read for years but haven't, although it is now on my to do list for this weekend. The book is called The Corporate Athlete by Jim Loehr and Tony Schwartz and they suggest that those of us in the business world can learn lessons from high performance athletes, who train, perform then rest after events. The authors suggest a range of ways individuals' corporate fitness can be improved so that they don't eventually crash and burn by working at high intensity without breaks, food and recovery time, over a long period of time. It's definitely worth a read, by all accounts, as it sounds really interesting.

Some organisational cultures are sick, personal management trainer believes

Fri, 19 Sep 2008 13:13:48 +1000

I’ve been reminded of late of how the cultures of some organisations are really unhealthy. Organisational cultures are the look and feel of a place and described by the staff themselves. Healthy workplaces are typically described as happy, fun to be in, enjoyable, a team spirit, hardworking, lively and vibrant; whereas unhealthy workplaces may be typically described as negative, unhappy, aggressive, violent, gossipy, back stabbing and more. Unhealthy workplaces aren't fun to be in and staff may become adversely affected by staying in them. Unhealthy cultures are seen to be the responsibility of management to fix (and yes, responsibility does lie here) yet staff themselves may be slow to realise that they too have a responsibility in this area. Staff who deliberately gossip, spread rumours, withhold information or pass on misinformation help create and maintain an unhealthy workplace. Every individual has a responsibility to make a conscious decision to be either part of the problem or part of the solution.

Differences between coaching and therapy, personal trainer suggests

Sun, 14 Sep 2008 10:20:27 +1000

There's a world of difference between coaching and therapy many people coming to coaching for the first time may not know it. Therapy is therapeutic in nature and involves supporting people resolve past issues and heal from the past. Coaching isn't therapeutic in nature and has a present to future focus. It is future orientated and involves supporting people to create the futures they want to have.