We bring our children up to believe they can have everything. In schools we now give medals for partcipating, so the shock of hard work and results in the world of work are a surprise. What has eroded confidence before we enter business…?
Many of our children are gaming and constantly interacting with social media. We know that the addictive dopamine keeps their interest and whilst they compete for results they are rarely shared. In order to feel good instead of face to face feedback they are counting the number of likes on a post. Turning to a device instead of a person, means they lack the ability to form deep meaningful relationships. The approval of their peers to grow self esteem is coming from an electronic perspective and not a human.
In order to believe in ourselves we have to be happy in real life and not on our social media platforms.
Genuine praise and recognition takes time and is not an instant when we are in the work place. The younger generation have not learnt the ability to wait for anything, everything can be obtained immediately. You don’t even have to wait for the next episode you can download the whole box set. Instant gratification rather than waiting for a reward which would give us pleasure and contentment.
Job satisfaction is arduous, you have to work hard and build new relationships, you have to have patience. We find a lot of the younger generation want to quit straightaway as they have never had to wait before.
To survive in work we need a good self image and lots of feedback to grow our self esteem. This needs to be authentic and genuine.
Corporates are not helping to create the right environment for this generation. Companies are still very number orientated and there is very little investment in helping people to build confidence. We lack good leaders taking time to guide their direct reports. We need to develop social skills by role modelling, the little innocuous comments that make all the difference. “How’s your Dad?” Through these little asides trust is formed.
Social media plays with our confidence across all generations, watching your friends and family having a lovely life on a screen rather than being with them. We are social beasts, put down the phone and go and have lunch with a colleague.
Please do get in touch with nuggets on developing confidence “Fearless motivation” firstname.lastname@example.org
I recently was a guest on the Whole Lot an interview by Ade Oduyemi. His concept is that we could have met on a train and we are having a chat about anything and everything. Certainly you feel very at ease and the topics covered are quite varied.
To listen to the whole interview you may need to make a coffee and pull up a chair.
In summary the areas we covered were:-
- Routes to learning
- How we measure intelligence
- Colourful and memorable learning environment
- Helping businesses and individuals think differently
- Short burst of learning
- No powerpoint on training courses
- You want people to look at you not at the screen
- The need for a fresh pair of eyes – using a Facilitator can give a new perspective
- You takeaway 20% of the content and it can make 80% difference
- Making email work for you – match your culture to your communication
Please do get in touch to understand how nuggets deliver workshops and how you can make your courses more colourful and memorable.
Working in a team has two elements: what we do and how we do it. The second part is the team culture you create and this is formed by rituals and a set of behaviours you may share or desire to share. To cultivate what feels comfortable and cohesive as a group it is worth setting some ground rules, guiding principles that you can roll into a team charter.
Providing an agreement people can follow as to how they work together provides processes, responsibilities and obligations.
A good starting point is to ask some key questions:-
- What is important to us as team?
- What values do we have about how we interact and what underpins our actions?
- How do we communicate with each other?
- How do we address conflict with each other?
- How do we want to be recognised as individuals?
- What do we want to put in place to support us in times of pressure?
Brainstorm the questions together and with some of the answers in your mind start to document a charter. A good starting point is to think of the overall purpose of the charter.
To identify citizenship behaviours that link to the charter identify positive and negatives. Ask the team to write down five behaviours that build the team and five behaviours that bring the team down. We shall call these groups “Fair” and “Foul”.
Combined with the first exercise you will have created your team charter.
Please do get in touch if you would like nuggets to facilitate such an exercise email@example.com
We unconsciously committ to life within a comfort zone as there are no guarantees in a stretch zone. However the more time we step into stretch the more comfortable it gets at doing its job and the more it stretches.
Has there been an occasion recently when you were forced to stretch and make that leap out of your comfort zone. It is often at times where we have no control and we have not made the choice that we grow.
For anyone who has attended a nuggets workshop will know I surround the room with flip charts and I have a mind map that I work from for the agenda. I arrived at a Clients without the flip charts luckily the trusted mind map was there. Not only were the flip charts not packed but also one of the key exercises a set of laminated headlines.
I was in stretch for the next 3 hours. The first job was to recreate the flip charts I had prepared. The exercise of headlines turned out better than the original, I asked delegates to use their phones to find sensational headlines. Of course trainers are always advocating phones on silent, however the liberation of using a phone was brilliant and also made the exercise far more current and relevant.
It is not a place that we choose to step into, however we adapt and survive, so try and step out more often of your comfort zone as stretch is there ready and waiting to grow.
Please do get in touch for workshops and coaching firstname.lastname@example.org
The New Year is the time when you start to think about new team members. The interview is the first view of your company and should be a memorable occasion.
Working with a company a few years ago we decided to turn the recruitment and selection process into more of an assessment day with the emphasis on “fun”.
The day started at 7.30am with breakfast in the kitchen area. The candidates had a fun icebreaker relevant to the company. We then had three exercises so we split the group accordingly. The activities were as follows:-
- Speed interviewing – Just 3 questions asked in rotation by 3 people
- Sending an email – testing their communication skills
- Spelling and Grammar test
We then brought the group back together for Q & A on the company and to enjoy the leftovers of the croissants. We received really good feedback how it was so much more refreshing than a normal interview.
However if you are going down the more traditional route have a look at some Dos and Don’ts I have compiled:-
||No comfort or welcome
|Explain Agenda and timings
||No time scale
|Job spec – clear outline of position
||No job spec
|Brief overview of Company (must be brief) 80:20 rule
||No company info
|Behavioural interview questions
Skills questions that are relevant to the job
Questions about CV
|Template to write answers to questions – for each candidate
|The same format and interview for every candidate
||No structure or format – different with every candidate
|Appitude test eg.
Send an email
Spot spelling and grammar errors
|No basic testing
|Introduce candidate to the team
|Another member of the team to take to the exit – “Ask how they managed interview today?”
||Meet the same person throughout interview
||No follow up
Please do get in touch if you would like nuggets to provide Behavioural interview training or just simply to design something fun for your recruitment process.
“What would you do if you weren’t afraid – most fear success more than failure”
– Sheryl Sandberg
Moving into 2019 what could you achieve if fear was not holding you back.
Where are you currently stuck?
- Where do you feel a sense of obligation?
- Where do you feel there is no choice?
- What is frustrating you?
- What are you putting up with?
What would you do if you weren’t afraid?
Complete the sentence “If I wasn’t afraid I would…”
Make a plan as to what you want 2019 to look like, what are you going to say yes to this year and what are you saying no to, with no fear attached.
“Some people want it to happen – some wish it would happen and others make it happen”
– Michael Jordan
I have this quote on my desk as I know it is only “me” that can make it happen. The way you think and feel about yourself has a much bigger impact on your life than you think.
Follow the pattern below to believe in yourself:-
- Positive self belief
- Positive & realistic expectations of what you want to achieve
- Constant achievements that are acknowledged
- Increased self esteem
Take time to acknowledge achievements on a weekly basis and review at the end of the month to then set goals for the next month. Record everything big and small to notice patterns of behaviour around your tasks eg. do you achieve more when you are busy, is your best work done at the start of the week…
We need to value ourselves, to transform our thinking into a positive regard. Think about your favourite people, their traits are probably qualities that you possess too. It is often much easier to see what is great in others. However what we admire in others is very often a projection of our own talents.
Moving into 2019 with high self regard and let go of any fear that has held you back.
Please do get in touch for 90 minutes learning workshops “nuggets” or one to one coaching email@example.com
Currently reading the book “Becoming Michelle Obama” which poses the question to all of us do we know who we really are.
We have so many roles in life, eg Daughter, Mother, Sister, Director and even the mundane Weekly Bin Collector. Do we forget who we are to ourselves?
- Who do you want to be?
- What do you want to be known for?
- Do you like yourself?
These are all good questions to ask yourself at the start of the year. It is a good time to use the year before to review who you are and to make changes to become the person you want to be.
Review last year:-
- What were your 3 main achievements?
- Which people were key to your success and happiness?
- What feedback did you receive and what mattered?
Moving into the new year decide whether the achievements got you closer to being who you want to be, and if not, what will you set out to achieve this year.
Think of supportive and unsupportive people were they a drain or a tap, and ensure that you surround yourself with the right people.
Feedback is gift we all take it, however it is whether you do something with it that matters. What changes can you make based on others feedback. The positive comments can be strengthened and constructive feedback can be assessed if fair and developed.
Becoming is a journey which we should review every year as our roles in life change we become who we want to be each time.
Please do get in touch for 90 minute workshops and 1:1 coaching firstname.lastname@example.org