Posted in Bite size learning, coaching, Emotional Intelligence, Leadership, Management, personal impact

Behaviour Vs Attitude…

We can only comment on what we see, not what we think is driving behaviour. So an example would be:-

Alice always appears very unhelpful when people enter the department, she never welcomes anyone.

We could make an assumption that she has a bad attitude. However we must only give feedback on the observable. Our personality is made up of values, skills, beliefs and attitudes we have collated to be our unique self.

Alice needs feedback on just behaviour that we can see:-

Alice I have seen that every time anyone enters the department you never look up, you never make eye contact with them or say anything”

 We would hope that Alice might explain, she hates being at the front desk, she has always been shy, she did not realise it was a requirement or she said sorry and was keen to do it differently.

Think about the balance between a behaviour and an attitude, what is behind and what is driving it. You often notice more when some-ones behaviour is not in sync with their usual demeanor.

A very handy mnemonic to keep you on the right track (“SBI”):-

S – Situation – what can you see happening?

B – Behaviour – what are they doing, only observable?

I – Impact – what do they think could be the impact of this behaviour?

It is always better if an individual can self assess their behaviour, no-one likes to be told where they are going wrong.

Please do get in touch if you would like your team to have a workshop on feedback.

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Posted in Management, mindfulness, Relationships, training

There is no easy way…


Everyone is looking for an easy way to manage their email which now is the biggest drain on everyones time.

In 2007 employees of Google gathered to hear Merlin Mann a rising star in the personal productivity movement.  He explained his system called”Inbox Zero”, it was incredibly straightforward.  People get into bad habits with email and check them constantly and get anxious about what they are saying and then do little or no action.  They pile up as does the stress levels. Mann’s concept was simple, everytime you visit your in-box you should process it to zero.  Decide what action each message requires – a reply, an entry on your to-do list, or just trash it.  Then close your in-box and get on with living.

In-box Zero spawned countless blogs along with videos of people proudly sharing their empty in-boxes.

The irony was the Inbox Zero did not bring calm in fact it brought more anxiety.  Some interpreted Inbox Zero that every email needed a reply which meant more time in their in-box.  Others got obsessive on the whole empty concept so ended up checking more than before.  The super efficiency also ironically meant by processing more emails you received more emails.

Two years after his Google talk Mann signed a contract for a book on InBox Zero.  The book missed its publication date, then after a further two years Mann announced he was cancelling the project.  He realised he was missing morning after morning with his three year old daughter to please a book editor.  Mann said “If you are just using efficiency to jam more and more stuff into your day…well, how would you ever know that that’s working?”

There is no easy way and the whole idea of personal productivity means that it is personal to you.  Systems need to be tweaked and adapted to work for you.  Suggested ideas:-

  • No looking at emails after 6.00pm
  • Book an appointment with your email
  • Ring fence the time you spend on the email
  • Create 3 subfolders and put a # before the title so they stay at the top
    • Action
    • Waiting for
    • Read review
  • No looking at email before 9.00am
  • Take the flag off so that emails don’t interupt you

We need to lead emails and not them lead us, create rituals that fit in with your life and relax that you don’t have to know everything all the time.  Responding too soon might not be the best response.

My husband on Friday night replied to an email which is unusual as the phone normally stays on the hall table until Monday.   The client responded by calling him on Saturday morning.  The intrusion into the weekend was a surprise, however only as a result of his own actions.

The final word should be Mann’s  on Inbox Zero and it is the most profound “Email is not a technical problem.  It’s a people problem.  And you can’t fix people”.



Posted in Goals, Leadership, Management, training

The value behind your goals…


“To live is to choose, but to choose well, you must know who you are and what you stand for, where you want to go and why you want to get there.” Kofi Annan

You want to set goals and be focused about the year ahead, however where do you start.  Business will guide you towards the SMART goals which even before you have put pen to paper you feel disheartened.

Think about what is behind the goal what really makes you work towards them and why do you want to achieve them.

Values drive our behaviour so if before goal setting we selected the values we want to focus on we may stand a greater chance of reaching the goals.

We have so many values in place as they make up our personality.   Select 10 and write them down have a look at what they are saying to you.

  1. Happiness
  2. Success
  3. Fun
  4. Authencity
  5. Friendship
  6. Recognition
  7. Trust
  8. Passion
  9. Change
  10. Energy

There might be some that are similar or some that are really saying what the year is going to be.  The next step is to just select 3 from the list and see what they are saying about 2017.

  1. Change
  2. Energy
  3. Recognition

These values can then underpin a goal and steer it to make it happen.

  1. The business to change from being product led to client focus.
  2. We will be targeting new and existing customers with more vigour and energy.
  3. By the end of 2017 we want to have received an award for our client services.

To make the goal more robust write it down as follows and answer the following questions:-

GOAL:- Business change to product led to customer focus

Date to be achieved:- December 2017

  • Why do you want to achieve this goal?
  • What is holding you back currently?
  • How are you going to accomplish this goal?
  • What will be your reward to celebrate achieving the goal?

If 2017 were all about energetic, change and recognition it gives you the push to challenge every piece of work and attitude to make it happen.

From a personal perspective you could set 3 new values each month on the goals you wish to achieve.

  • January 2017 = Focused, energetic and enthusiastic

The most important thing about goal setting is to enjoy it!!

Please do contact for a workshop on goal setting.


Posted in coaching, Management, training

Empowering you…


We put together five workshops which form the basis of how to work with a client when coaching.  Coaching is about evoking change within an individual, empowering them to take charge of their own destiny.

The five topic areas can also be used when managing a team member, to re-engage with them.

Take stock – evaluate how are you currently working

  • Look at the roles that you have in life – how many hats do you wear?
  • Create a pie chart to see where you are spending your time and another to see where you want to spend your time

Set goals – what do you want to achieve

  • Identify 2 or 3 goals
  • Be realistic as it must be motivating and not demotivating

Boost your power – new rituals and habits

  • Identify your routines that work and don’t work
  • Achieve 3 things a day that make the biggest difference each day

Clear the decks – identify relationships/tasks that do not add value

  • Map out peole that make you feel good and others who drain your energy
  • Identify tasks that are rework

Get confident – find your authentic self

  • Being you and enjoying being you


Please do contact nuggets to deliver the “Empowering you”workshops or receive a handbook of how to work through them.


Posted in Change management, Decision Making, Emotional Intelligence, Leadership, Management

What do you need to know about a Millennial…?


I am from Generation X, delivering workshops now to Millennials.  What do I need to know?   Do I believe all the stories about short attention span, lack of commitment and even the word “lazy”.

As a facilitator you guide the thinking in the room and you would never categorise people, so do I need to understand a Millenial.  Always keen to upskill I attended a workshop delivered by Alice Burks of Adaptis and this is my summary of what I learnt:-

  • What is a Millenial? = born between 1980 – 2000
  • Interested in career waves not career ladders
  • They develop themselves for industry not a company
  • Very good at knowledge harvesting
  • Ongoing learning is crucial
  • Want to be developed and stay
  • Project variety
  • Promotion
  • Top values for Millenials are:
    • money
    • security
    • time off
    • people
  • Don’t like being told
  • Reverse mentoring – believe knowledge is everywhere
  • Millenials want to lead

The list is refreshing as it is not that dissimiliar to our own generation and certainly as a Facilitator they would be the group you would want in the room.

In summary Millenials have come of age during a financial crisis, they are more connected with a global network and have been immersed in technological change. They want to be able to work in a way that suits their lifestyle and as leaders will encourage flexibility.  Ideally they desire personal values to be aligned with company values.

Please do contact for workshops and coaching in developing yourself or your team.




Posted in Change management, Decision Making, Goals, Management, motivation

Hand back the role in a better place…


We are all just merely stewards in our role, managing and co-ordinating waiting for the next person to takeover.  We are custodians for a short period, the new owners of your role or business can quite feasibly turn it upside down.

Years ago I left a job and my boss said make sure you leave with them wanting more, go out on a high.  If we are just stewards holding a role until new shoes come in, we need to make sure we leave it in a really fantastic state.

Hand back the role in a better place than when you took over the stewardship.  Steer it to greatness and leave a legacy that is right for the role.

Top tips for leaving a job:-

  • Clear processes and systems written down
  • Clear goals and targets
  • Personable handover of team – social connection
  • Bios of team members
  • Clear desk (it says more than you think) no-one wants to find a stale apple core in your draw
  • Plan of meetings to attend
  • Planner or schedule


Posted in Bite size learning, Leadership, Management

How to guide your team into creativity…?


Space to think and be creative. Some say that looking at greenery stimulates the brain into thinking differently, or is it as simple as time and space.

Like any other skill however we need a framework some mechanical tools of how to actually do it. The worst thing you can throw at your team is to ask them to brainstorm and think creatively. This can often lead to a complete brain freeze. Being told to do anything is not a great message, but expecting an automatic response to creativity is often brain locking.

Challenging assumptions is a very easy and quick tool, ignoring all that you know about something already and rethinking about it. This can be positioned in a very structured and safe way to a team.

“List all the things you know about our products already” this would be the heading for one column and the other would be “Break this assumption”. If the product you knew to be round why could it not be square.   Some of the challenges might not be practical, however for every four crazy ideas you may have one really great idea.

Brainstorming can be structured, by simply using hexagons, you can create clusters and the mathematical shape lends itself to being linked.   This often replicates what is going on in our heads. Neurological pathways making automatic connections.

We can all be creative we just need to be give the space and time and the right tools and resources to unleash the innovative mind.

I help businesses and individual think and work differently, please do get in touch.

hexagons 001