Posted in Bite size learning, Change management, coaching, Emotional Intelligence, Leadership

Am I ready to be coached…?

Will you benefit from working with a coach do you understand what you need to do in order to be ready? Clients come to me sometimes as they have identified their own readiness and the other route is from their leadership group. My role as the coach is to manage their expectations and get them ready for the experience.

Coaching can help you achieve a higher performance and greater personal satisfaction at work. You may be aware that you need to make changes in behaviour and mindset in order to advance in your career. To gain the benefit of coaching you must fully engage in the process, this will mean an investment of time and effort. The work happens between the coaching sessions not necessarily in them.

How can we determine whether some-one is “match fit” ready for coaching:-

  • Discomfort – Coaching is all about embracing new ways of perceiving and acting. In making the changes you will feel fear and anxiety, leading to new realisations and realities. Being able to endure these periods of discomfort will help you grow.
  • Experimentation – Once you have agreed to that feeling or level of discomfort you can begin experimenting with new behaviours. This will possibly involve taking risks and being prepared for things not to go right initially. Trying out new ideas and exploring new options will mean having an open mind.
  • Emotional responses – Behaviour is not rational, as there is always an emotion behind it. Working with a coach is about being prepared to talk about the emotional responses anger, fear, pride and happiness, by sharing them and putting them into context can you identify what you want to change.
  • Responsibility – Knowing that you can shape your future and working with a coach to grab a hold of it, and take control and responsibility. Accepting you are accountable for your progress.
  • Forgiveness – Being ready to channel your energy into your current or future progress. A coach cannot work with a victim and cannot solve the past.
  • Discipline – Once you have identified new behaviours and new ways of working, being disciplined that you stick to your new ways. Having a coach as an accountability partner will help, however you have to be ready to self regulate yourself.
  • Support – Are you ready for others to support you not just the coach? Once you begin a coaching journey you have to be ready to listen with curiosity and be prepared for constructive feedback from everyone around you.

If you think you are ready to be coached, then get in touch bev@nuggetsoflearning.co.uk

Posted in Bite size learning, coaching, Problem solving, training

Inside the box…

The expression think outside the box is the soundbite we all use to think creatively. It often scares the logical thinkers as the randomness of having no stucture or parameters and literally no box can be very intimidating.

There is an alternative “Inside the box” a book by Drew Boyd and Jacob Goldenberg, they give a framework for how you can do creativity with what you have. New ideas are normally a combination of old ideas and the key is to how sort what you have.

Boyd and Goldenberg give three techniques:-

  1. Divide and rearrange
  2. Subtract and replace
  3. Multiply and revise

Divide and rearrange is to look at the components you have and literally divide and rearrange. One of the best examples of this is lego, the bricks are the physical parts that once divided up or rearranged can create many different things. The same principle can be applied with a service, write all the stages of the process on post-its and then stand back and decide whether you can divide or rearrange any of the parts.

This is the journey of promoting and selling a workshop – lets divide and rearrange a few elements. No reason why the Blog cannot move to the end as key learnings for the delegates.

The second idea from the book is Subtract and replace, the best example of this is Apple with the iPod Touch. Initially they did away with buttons and replaced with a wheel. They also went to a further stage and took away the screen.

With the workshop journey, no-one enjoys a death by PowerPoint, how many slides can be replaced with discussion or exercises even though it is an online workshop.

The third idea of Inside the box is Multiply and revise. The example is back in 1971 Gillette introduced the razor with two blades, they did not just double the blades they made the angle different a revision that led to a smoother shave. With the journey of the workshop I need to double the times that I post the workshop to social media with a revision of how I promote it, what is the key angle.

Try and use the technique on a service or a product to see if you can look at it differently, it compliments process mapping technique perfectly.

Please do get in touch for further ideas and for a workshop on creativity or process mapping bev@nuggetsoflearning.co.uk

Posted in Bite size learning, coaching, Leadership, Management, motivation, Relationships, training

It’s good to share, talk and listen…

Without contriving and formalising how can you encourage your team members to share more. Developing good listening skills and providing space physically and mentally where they can talk.

However is the starting point with their own confidence, do they believe they have anything to share. What is their story do they believe they have a relevancy and ideas to contribute. Every team member needs to feel valued and appreciated and then they will believe they have a platform to speak.

The first myth to blow is that information shared needs to be knowledge based. The difference between knowledge and wisdom goes some of the way to demonstrating we all have something to share.

  • Knowledge is knowing that a tomato is a fruit
  • Wisdom is knowing not to add the tomato to a fruit salad

Everyone has some wisdom or an experience worth sharing, more often than not, learnt from a failing. Some-one else’s failure could be the key to several others learning. Creating a culture where “wisdom of mistakes” becomes the buzz will lead to a transparent and open culture.

Stepping out of comfort zones, will blow away layers of hierarchy. Peer to peer sharing and in addition reverse sharing, the most junior sharing with Senior Leads.

Several companies have tried to formalise how they share knowledge, such as Estee Lauder creating “Dream Space” knowledge sharing portal. The success is creating an online platform, however the space might not lead to meaningful relationships.

The secret is to create an informal environment where everyone feels comfortable sharing, however some clever set up that it becomes natural and evolving.

Mentoring schemes in organisations are formalised and structured, however they take administration to set up. The sense of belonging to the organisation’s existing culture might inhibit and deter the people you want to encourage to share, the voices that don’t get heard.

Just as you ask some-one “How are you?” the response will be “fine thank you”.

You want something more than “fine”, you desire and crave a community of people who are sharing their skills, expertise, knowledge and ideas that are so much more than just fine.

Get personal you want to talk, listen and share. If a work community is going to grow together it has to be a common currency and the norm where you listen, talk and share. There will be a phase where it feels contrived however you are striving for an environment where it feels normal and acceptable that you have a coffee and a catch up with the CEO whatever your level.

Imagine your company is a coffee shop where the tables are always full and you circulate around.

It’s good to share, talk and listen – please do get in touch for a virtual coffee with bev@nuggetsoflearning.co.uk

http://www.nuggetsoflearning.co.uk

Posted in Bite size learning, coaching, Decision Making, Goals, motivation, personal impact, Time management

Effortless & Enjoyable

Diving into a task and visualising it as being effortless and enjoyable is hard. I often practice the approach from Brian Tracey’s bestseller “Eat that Frog” that if you had to eat a live frog you would want to eat it as quickly as possible. However my procrastination kicks in, and I am often overwhelmed by the frog. I look at it for a long time and have no idea where to start.

There is another approach that comes from the book “Effortless” by Greg McKeown. He uses a acronym to put us in the right frame of mind for a project.

D.D.O.G.G.

Done – What does done look like?

McKeown says take 60 seconds to visual the moment of completion. What is the final action? Pressing the send button on an email, pressing upload on YouTube or closing your window on the Zoom meeting, or is it plate of food you have created.

Delete – What steps can I delete it?

Start looking at the piece of work from 0 and thinking what steps do you need to carry out. Minimise the steps by deleting and combining, fancy recipes often have ingredients you don’t have and the taste might not be affected. A project or task on paper looks a lot less scary than in your head.

Obvious – What is the obvious first action?

Once you have the momentum of starting you relax into the project or task. The need to identify the first step is crucial, you may have done this by mapping out your tasks. In the book McKeown gives an example of some-one needing bookshelves and the first task would be to measure the walls. It materialises the reason the task has never moved forward is the individual did not own a tape measure – the obvious first task would be to buy or borrow a tape measure.

Gradual – What gradual pace can I sustain?

Establish a rate of progress that you can sustain and will enjoy. If you have to walk 30 miles, visualising a mile a day for 30 days is sustainable, 2 walks at 15 miles might overwhelm you. To quote McKeown “Do not do more today than you can completely recover from by tomorrow”.

Grateful – What can I be grateful for?

If you were to run a marathon and only focus on the aches and pains, you would feel every step. You need to focus on what you are grateful for. You will be grateful to the support you are receiving the progress you are making. Think of every time you complain replace it with something you are grateful for, and your step will be lighter.

In summary if you enter an:-

Effortless State – believing you can achieve the task and you will enjoy it.

Effortless Action – your gradual progress at the right pace for you

Effortless Results – focusing on the gratitude

Please do get in touch for a bitesize workshop with nuggets or a colourful coaching session bev@nuggetsoflearning.co.uk

http://www.nuggetsoflearning.co.uk

Posted in Bite size learning, Change management, coaching, Decision Making, Leadership, Management

Why do you need a “great” process…?

“The secret of getting ahead is getting started. The secret of getting started is breaking your complex overwhelming tasks into small manageable tasks, and then starting on the first one.” Mark Twain

When cash machines were launched the process was not full proof, you got your cash before you retrieved your card. Everyone was so keen to get their money that they forgot their cards. Banks found that the process was flawed, they just needed to change one part of the process. Retrieve your card and then get your cash.

Have you recently come across a process that was straightforward and that you felt was clear and carried you through with good signalling.

I recently donated some clothes to charity using an on-line system. I ordered bags online, received them/filled them, and then I followed a process of how to return the bags. The top of the website page told you where you were in the process. The visual indicators were excellent even an icon of the bag gave me confidence that I was progressing and I knew where I was at any part of the process.

Thinking about your own business, do your Clients know the process they are entering into and do your team follow the same process.

Focusing on a good system can save time and can be more effective. James Clear the author of Atomic Habits says that our systems are more important than our goals. If we get a system, process or ritual ingrained it becomes unconscious competence.

The first stage is to map out your process, with as much detail as possible. Think about the intangibles as much as the tangibles. When facilitating a session we use a pizza as an example, you need the dough first then the tomato base, cheese and various toppings. However when we think in business it is more complex than just toppings, what questions do you need to ask, how do you present the service you are offering, and how do you convert a conversation to a sale. Using a length of brown paper (easier and more modern to now use strips of magic whiteboards) and post-its map out each stage of the customer journey.

The next part of the process is to analyse the process, where is there overlap, who is responsible at certain points, put initials on your map.

Do you need to redesign the process, change a couple of steps. Think about timings that go with the process, is it 2 weeks to reconnect with a client or 4, make a system.

Start using the new process straight away, and communicate all the time as team as to how the process feels, as you still may need to tweak even at this stage.

Finally set up a review meeting when the process has been operating for 3 months, decide what has gone well, what could be done differently and what could you stop doing.

  • Map the process
  • Analyse the process
  • Redesign the process
  • Implement and communicate
  • Review

Please do get in touch if you would like nuggets to work with you on your processes.

http://www.nuggetsoflearning.co.uk

bev@nuggetsoflearning.co.uk

Posted in Bite size learning, coaching, Decision Making, Emotional Intelligence, Leadership, Learning, Management

Think again…

When was the last time that you stopped what you were doing and thought I will rethink that task. We get locked into behavioural patterns which are driven by our values and beliefs.

Adam Grant the author of Think again, says we create an overconfident cycle:-

  • We form an opinion that feels right
  • Seek information to support that opinion
  • Feel validated
  • Proudly express our opinions

The cycles strengthens every time we preach, prosecute or politick. What do each of these three modes look like?

Preaching – you have a belief and the more you preach the more you are 100% certain, you ignore data to the contrary as it does not support the belief you are holding onto. Examples: belief in a political party, an investment, a way of working, new software etc…

Prosecuting – we prosecute an individual’s idea we dismiss their views on other areas as we do not hold their initial belief. Examples: political views, charities they support, way of working etc…

Politicking – we adopt others view points as we want to be liked and accepted by them. Examples: political parties adopt policies that will attract supporters, you may support your Managers opinion in order to get promotion etc…

If you imagine all of these three areas compound our overconfident cycle and we become blinkered to rethinking.

Adam Grant asked the scientist Daniel Kahneman what he does when he finds flaws in his research. Kahneman’s reply was “Its wonderful, I get a chance to be less wrong”. We all need to “Think like a Scientist”. The whole makeup of a Scientist is that they see ideas and beliefs as hunches that need to be tested.

We can start by thinking like a Scientist by using The Rethinking cycle:-

  • Doubt (acknowledge it)
  • Curiosity (of other ideas, opinions, beliefs)
  • Discovery (explore options)
  • Confident humility (admit your way was not necessarily the best)

One way to begin this new mode of thinking is to write down two headings:-

  • Things I don’t know
  • Things I have learnt recently

Humility has always needed to be a leadership characteristic, however the ability to rethink and have a confident humility is something we can all look at now in a very uncertain world.

Make this blog practical by challenging your own beliefs this week, if you have a doubt about a meeting being at 9.00am rethink it. The project is not going to run on the software selected by yourself, put your hand up and express doubt. The new hire you have made might not be the right for the culture, be open with your team, have confident humility.

Please do get in touch for a workshop around rethinking bev@nuggetsoflearning.co.uk

http://www.nuggetsoflearning.co.uk

Book a place on Developing YOU – Thursday 29th April 2021 @ 10.00am – 90 minute workshop £40 per delegate

Posted in Bite size learning, coaching, Emotional Intelligence, Leadership, personal impact, Relationships, Stress management

Star quality in leadership…

Why do some leaders lead well and others fail? What do we mean when we talk about “real” leadership?

The “real” components are the ability to listen not just with your head but your heart as well. To be empathetic and not sympathetic. Finding the perfect assertion level that does not tip into aggression. Reading all situations with clarity and acting decisively, independently and most importantly with grace.

Understanding what makes us sad/mad and glad is the same for our colleagues, clients and family. Emotions shape our behaviour and determine whether we are sad/mad or glad. They have the ability to guide you on the most important decisions in life so there is an economy attached to our emotions.

The star quality within Leadership is that key ability to read the signals and understand your own emotional intelligence and of others.

If emotional intelligence is the star quality and the part of leadership that makes us real what is it.

The rational brain your prefrontal communicates constantly with your emotional centre the limbic, helping you to form judgements and make choices. If you imagine this is like a broadband connection between the two centres and it is critical for the development of your emotional intelligence. If you imagine we have an experience (prefrontal) passes (limbic) to give you an emotion the two connect regularly and you learn from the emotions you have used in the past. You effectively accumulate emotional capital (experiences that have either made you sad/mad or glad).

Martyn Newman describes New Leaders as Emotional Capitalists which is the name of his book. Daniel Goleman first brought emotional intelligence to the business world in 1997, however Newman’s book gives it the commerciality that was sometimes lacking in the work of Goleman. By understanding your emotional intelligence it will help in all areas of your business not just your own personality, it will link to revenue and sales.

To find your star quality in leadership, simply book onto one of our workshops:-

Developing Emotional Intelligence
Date:- Thursday 29th April 2021
Time:- 10.00am (90 minutes)
Cost:- £40 per person per workshop
To book a place, please email bev@nuggetsoflearning.co.uk
All the details of the workshops are in the brochure just hit the link below:-
https://lnkd.in/dFHyR57

Posted in Bite size learning, coaching, Leadership, Management, Relationships

Do you have a User Manual…?

When you pick up your shiny new car, it has a user manual, you know where the gears and levers are. Every warning light is understood as the user manual gives helpful pictures. As team members do we provide a user manual to our line managers.

As an individual you want to give your best to the organisation, however you also want to ensure that they understand what you want and what you offer. These are the elements of the psychological contract you have entered with the company. They gave you a contract with the tangible items they wanted and offered, however what about everything that was unsaid by both parties. Did you really want fun at the office and what did that look like?

A user manual could be a tool that could tease out the information.

People have different responses to feedback, some love it and want bucketfuls others just want a thimble very seldom. Working environments can be really conducive to some if they are quiet and others crave a buzz of peripheral noise and activity.

This is a great time to work with your team members to understand their user manual. We have all been working remotely for so long have we created a working day that now works for us, which means we have not worked a traditional 9 to 5.

There is always the unknown gifts that we have not shared with our leaders, you may well have discovered new hidden talents during this lockdown. Unless we use a tool like the “User manual” will we ever uncover the stars.

Back to the car analogy, this is a really good time to assess where you are, consider this your MOT. Please do get in touch if you would like one to one coaching bev@nuggetsoflearning.co.uk

Posted in Change management, coaching, Leadership, motivation

Create a visual…

Working with my own coach recently we were saying how much my business has changed over the last year. Clearly nuggets is not alone in having to adapt to the times we are living through and working where the demand is.

The coaching practice was far more agile than the learning and development workshops. I was able to increase my client base with coaching due to less travelling time, and offer a far better service. My model now is to engage with clients as often as they need instead of having a very static model of monthly catch ups.

The zoom intimacy works very beneficially with coaching, as the intensity and the immediacy of messages is extremely motivational.

Times are now changing again, and I wonder whether people remember that I am “Famous for the workshops”. The core of the business was always delivering colourful memorable workshops and this has still been possible over Zoom, however a gentle nudge that we are still here for that service.

The other key touch point I have been immensely proud of, was the blog which during lockdown has reached a far greater audience than before. The topics have been relevant and timely and receive great feedback, however does everyone know they are there.

Motivational speaking has been the quieter side of the business, however I now have my own story of how to transform and adapt your business. (Happy to take bookings bev@nuggetsoflearning.co.uk)

Realising there was more than one touch point made me want to share with my audience all the different ways you can connect with nuggets. My brain works visually so I really wanted to capture this in a diagram something that was memorable.

The graphic at the top of the blog was created it shows how you can dial up a nuggets service, however at the very centre is why I do what I do?

Helping people to think and work differently

My graphic was created by GetAhead a team of virtual assistants so you don’t have to be an artistist or a graphic genius. Simply explain what you are trying to achieve and then pay some-one to create it for you.

Metaphors are also great for explaining where your business might currently be and how it has evolved, transformed since lockdown. The word agile has been slightly overused be more imaginative, were you a certain animal before to what you are now? As an example were you a horse running in the flat races and now you compete in the steeple chases (lots of hurdles and more runners) and you love it.

Please do get in touch if you would like any of the nugget services or if you want a coaching session on how your business has transformed.

bev@nuggetsoflearning.co.uk

Please do take a look at the website – we will shortly be delivering a public workshop over Zoom on Developing You.

http://www.nuggetsoflearning.co.uk

Posted in Bite size learning, Change management, coaching, Emotional Intelligence, Stress management

In the “Grip”…

This is the terminology for being out of character, not quite ourselves and it comes from Myers Briggs, the personality self assessment tool. The expression seems so apt at the moment as we are all drifting into being “In the Grip”.

What does it actually mean and what does it look like to us all individually?

In a nutshell it is the version of ourselves that puzzles us, we can feel irrational, out of control, unstable or even just a little crazy. These temporary episodes at the time literally grip us, however we have to recognise that they are actually healthy and demonstrating our adaptability.

This side of character is most likely to occur during times of stress, fatigue and illness.

The first step to moving out of the grip of these out of character behaviours is to perhaps identify times when we our feeling naturally ourselves and when not.

  • What are you like when you are most yourself? – what qualities best describe you or define you? examples might be – optimistic, careful with details, concerned about others or future orientated
  • What are you like when you are not yourself? – how are you different to your usual way of being?
  • What aspects of your work are most satisfying?
  • What aspects of your work are most disatisfying?
  • How do you typically deal with chronic stress?
  • What new things have you learned about yourself as a result of out of character experiences?

My own personal example is as recent as Friday. My normal disposition is to be very positive and optimistic and to be more future orientated. I recognised signs of feeling a bit despondent so decided to cheer myself up by buying a new outfit which normally would be quite a good idea. In the past this would be a trip to shops and visualising where I would wear the outfit in the future. However during lockdown this meant shopping on line, I got locked “in the Grip” there was too much choice and I found it really hard to visualise. Came out with an outfit, missed the detail aspect now have an outfit on the way to my niece as did not change the delivery address from Christmas.

One of the main reasons we get locked in the Grip is down to energy levels. We are awaiting news about lockdown being lifted however my advice is to still maintain good energy levels so whatever the news you don’t behave out of character. Set your own agenda and don’t be influenced by “stuff” you can’t influence.

Please do get in touch bev@nuggetsoflearning.co.uk

http://www.nuggetsoflearning.co.uk