Just a quick note to everyone, I apoligise for my long absence but I have been so busy that I've neglected the subject I hold very dear. Hopefully I will press on with further blogs and keep you upto date with cutting edge techniques for self-development and self-awareness which will be of great value in these rather troubled times.
I would gratfully appreciate any comments that would add any new information to current thinking of self help and aid to all of us.
Remember we're all part of the Earthship and as crew we have a duty to clean our ship and support each other.
Until the next blog
Take Care
Mark
Featured post
Three Letters from Teddy - A truly Amazing Video
The Story of Teddy Stallard and Miss Thompson. A fictional tale based on actual experiences in the life of the author, . What a litt...
Monday, 15 August 2011
Tuesday, 19 April 2011
Why Coaching is the Way to Go in Team Management
When you hear the word “coach”, what comes first into your mind? Do you picture a basketball team with a man/woman shouting out directions? Or perhaps a football team with a man/woman pacing to and fro and calling out the names of the players?
Coaching is no longer reserved to sports teams; it is now one of the key concepts in leadership and management. Why is coaching popular?
Coaching levels the playing field.
Coaching is one of the six emotional leadership styles proposed by Daniel Goleman. Moreover, it is a behavior or role that leaders enforce in the context of situational leadership. As a leadership style, coaching is used when the members of a group or team are competent and motivated, but do not have an idea of the long-term goals of an organization. This involves two levels of coaching: team and individual. Team coaching makes members work together. In a group of individuals, not everyone may have nor share the same level of competence and commitment to a goal. A group may be a mix of highly competent and moderately competent members with varying levels of commitment. These differences can cause friction among the members. The coaching leader helps the members level their expectations. Also, the coaching leader manages differing perspectives so that the common goal succeeds over personal goals and interests. In a big organization, leaders need to align the staffs’ personal values and goals with that of the organization so that long-term directions can be pursued.
Coaching builds up confidence and competence.
Individual coaching is an example of situational leadership at work. It aims to mentor one-on-one building up the confidence of members by affirming good performance during regular feedbacks; and increase competence by helping the member assess his/her strengths and weaknesses towards career planning and professional development. Depending on the individual’s level of competence and commitment, a leader may exercise more coaching behavior for the less-experienced members. Usually, this happens in the case of new staffs. The direct supervisor gives more defined tasks and holds regular feedbacks for the new staff, and gradually lessens the amount of coaching, directing, and supporting roles to favor delegating as competence and confidence increase.
Coaching promotes individual and team excellence.
Excellence is a product of habitual good practice. The regularity of meetings and constructive feedback is important in establishing habits. Members catch the habit of constantly assessing themselves for their strengths and areas for improvement that they themselves perceive what knowledge, skills, and attitudes they need to acquire to attain team goals. In the process, they attain individually excellence as well. An example is in the case of a musical orchestra: each member plays a different instrument. In order to achieve harmony of music from the different instrument, members will polish their part in the piece, aside from practicing as an ensemble. Consequently, they improve individually as an instrument player.
Coaching develops high commitment to common goals.
A coaching leader balances the attainment of immediate targets with long-term goals towards the vision of an organization. As mentioned earlier, with the alignment of personal goals with organizational or team goals, personal interests are kept in check. By constantly communicating the vision through formal and informal conversations, the members are inspired and motivated. Setting short-term team goals aligned with organizational goals; and making an action plan to attain these goals can help sustain the increased motivation and commitment to common goals of the members.
Coaching produces valuable leaders.
Leadership by example is important in coaching. A coaching leader loses credibility when he/she cannot practice what he/she preaches. This means that a coaching leader should be well organized, highly competent is his/her field, communicates openly and encourages feedback, and has a clear idea of the organization’s vision-mission-goals. By vicarious and purposive learning, members catch the same good practices and attitudes from the coaching leader, turning them into coaching leaders themselves. If a member experiences good coaching, he/she is most likely to do the same things when entrusted with formal leadership roles.
Some words of caution though: coaching is just one of the styles of leadership. It can be done in combination with the other five emotional leadership styles depending on the profile of the emerging team. Moreover, coaching as a leadership style requires that you are physically, emotionally, and mentally fit most of the time since it involves two levels of coaching: individual and team. Your members expect you to be the last one to give up or bail out in any situation especially during times of crises. A coaching leader must be conscious that coaching entails investing time on each individual, and on the whole team. Moreover, that the responsibilities are greater since while you are coaching members, you are also developing future coaches as well.
This is a very good way to understand not only yourself and why we feel and do the things we do, but also this helps to understand those around us. This is a very good video on developing yourself and managing the coaching expectations of those you wish to lead.
Coaching is no longer reserved to sports teams; it is now one of the key concepts in leadership and management. Why is coaching popular?
Coaching levels the playing field.
Coaching is one of the six emotional leadership styles proposed by Daniel Goleman. Moreover, it is a behavior or role that leaders enforce in the context of situational leadership. As a leadership style, coaching is used when the members of a group or team are competent and motivated, but do not have an idea of the long-term goals of an organization. This involves two levels of coaching: team and individual. Team coaching makes members work together. In a group of individuals, not everyone may have nor share the same level of competence and commitment to a goal. A group may be a mix of highly competent and moderately competent members with varying levels of commitment. These differences can cause friction among the members. The coaching leader helps the members level their expectations. Also, the coaching leader manages differing perspectives so that the common goal succeeds over personal goals and interests. In a big organization, leaders need to align the staffs’ personal values and goals with that of the organization so that long-term directions can be pursued.
Coaching builds up confidence and competence.
Individual coaching is an example of situational leadership at work. It aims to mentor one-on-one building up the confidence of members by affirming good performance during regular feedbacks; and increase competence by helping the member assess his/her strengths and weaknesses towards career planning and professional development. Depending on the individual’s level of competence and commitment, a leader may exercise more coaching behavior for the less-experienced members. Usually, this happens in the case of new staffs. The direct supervisor gives more defined tasks and holds regular feedbacks for the new staff, and gradually lessens the amount of coaching, directing, and supporting roles to favor delegating as competence and confidence increase.
Coaching promotes individual and team excellence.
Excellence is a product of habitual good practice. The regularity of meetings and constructive feedback is important in establishing habits. Members catch the habit of constantly assessing themselves for their strengths and areas for improvement that they themselves perceive what knowledge, skills, and attitudes they need to acquire to attain team goals. In the process, they attain individually excellence as well. An example is in the case of a musical orchestra: each member plays a different instrument. In order to achieve harmony of music from the different instrument, members will polish their part in the piece, aside from practicing as an ensemble. Consequently, they improve individually as an instrument player.
Coaching develops high commitment to common goals.
A coaching leader balances the attainment of immediate targets with long-term goals towards the vision of an organization. As mentioned earlier, with the alignment of personal goals with organizational or team goals, personal interests are kept in check. By constantly communicating the vision through formal and informal conversations, the members are inspired and motivated. Setting short-term team goals aligned with organizational goals; and making an action plan to attain these goals can help sustain the increased motivation and commitment to common goals of the members.
Coaching produces valuable leaders.
Leadership by example is important in coaching. A coaching leader loses credibility when he/she cannot practice what he/she preaches. This means that a coaching leader should be well organized, highly competent is his/her field, communicates openly and encourages feedback, and has a clear idea of the organization’s vision-mission-goals. By vicarious and purposive learning, members catch the same good practices and attitudes from the coaching leader, turning them into coaching leaders themselves. If a member experiences good coaching, he/she is most likely to do the same things when entrusted with formal leadership roles.
Some words of caution though: coaching is just one of the styles of leadership. It can be done in combination with the other five emotional leadership styles depending on the profile of the emerging team. Moreover, coaching as a leadership style requires that you are physically, emotionally, and mentally fit most of the time since it involves two levels of coaching: individual and team. Your members expect you to be the last one to give up or bail out in any situation especially during times of crises. A coaching leader must be conscious that coaching entails investing time on each individual, and on the whole team. Moreover, that the responsibilities are greater since while you are coaching members, you are also developing future coaches as well.
This is a very good way to understand not only yourself and why we feel and do the things we do, but also this helps to understand those around us. This is a very good video on developing yourself and managing the coaching expectations of those you wish to lead.
Thursday, 14 April 2011
ONE-MAN POWER.
Every successful concern is the result of a One-Man Power. Cooperation, technically, is an iridescent dream things cooperate because the man makes them. He cements them by his will.
But find this Man, and get his confidence, and his weary eyes will look into yours and the cry of his heart shall echo in your ears. "O, for some one to help me bear this burden!"
Then he will tell you of his endless search for Ability, and of his continual disappointments and thwartings in trying to get some one to help himself by helping him.
Ability is the one crying need of the hour. The banks are bulging with money, and everywhere are men looking for work. The harvest is ripe. But the Ability to captain the unemployed and utilize the capital, is lacking sadly lacking. Your man of Ability has a place already. Yes, Ability is a rare article.
But there is something that is much scarcer, something finer far, something rarer than this quality of Ability.
It is the ability to recognize Ability.
The sternest comment that ever can be made against employers as a class, lies in the fact that men of Ability usually succeed in showing their worth in spite of their employer, and not with his assistance and encouragement.
If you know the lives of men of Ability, you know that they discovered their power, almost without exception, thru chance or accident. Had the accident not occurred that made the opportunity, the man would have remained unknown and practically lost to the world. The experience of Tom Potter, telegraph operator at an obscure little way station, is truth painted large. That fearful night, when most of the wires were down and a passenger train went through the bridge, gave Tom Potter the opportunity of discovering himself. He took charge of the dead, cared for the wounded, settled fifty claims drawing drafts on the company burned the last vestige of the wreck, sunk the waste iron in the river and repaired the bridge before the arrival of the Superintendent on the spot.
"Who gave you the authority to do all this?" demanded the Superintendent.
"Nobody," replied Tom, "I assumed the authority."
The next month Tom Potter's salary was enhanced, and in three years he was making ten times this, simply because he could get other men to do things.
Why wait for an accident to discover Tom Potter? Let us set traps for Tom Potter, and lie in wait for him. Perhaps Tom Potter is just around the corner, across the street, in the next room, or at our elbow. Myriads of embryonic Tom Potters await discovery and development if we but look for them.
I know a man who roamed the woods and fields for thirty years and never found an Indian arrow. One day he began to think "arrow," and stepping out of his doorway he picked one up. Since then he has collected a bushel of them.
Suppose we cease wailing about incompetence, sleepy indifference and slipshod "help" that watches the clock. These things exist let us dispose of the subject by admitting it, and then emphasize the fact that freckled farmer boys come out of the West and East and often go to the front and do things in a masterly way. There is one name that stands out in history like a beacon light after all these twenty-five hundred years have passed, just because the man had the sublime genius of discovering Ability. That man was Pericles. Pericles made Athens.
And today the very dust of the streets of Athens is being sifted and searched for relics and remnants of the things made by people who were captained by men of Ability who were discovered by Pericles.
There is very little competition in this line of discovering Ability. We sit down and wail because Ability does not come our way. Let us think "Ability," and possibly we can jostle Pericles there on his pedestal, where he has stood for over a score of centuries the man with a supreme genius for recognizing Ability.
A great video that explains confidence by becoming aware.
But find this Man, and get his confidence, and his weary eyes will look into yours and the cry of his heart shall echo in your ears. "O, for some one to help me bear this burden!"
Then he will tell you of his endless search for Ability, and of his continual disappointments and thwartings in trying to get some one to help himself by helping him.
Ability is the one crying need of the hour. The banks are bulging with money, and everywhere are men looking for work. The harvest is ripe. But the Ability to captain the unemployed and utilize the capital, is lacking sadly lacking. Your man of Ability has a place already. Yes, Ability is a rare article.
But there is something that is much scarcer, something finer far, something rarer than this quality of Ability.
It is the ability to recognize Ability.
The sternest comment that ever can be made against employers as a class, lies in the fact that men of Ability usually succeed in showing their worth in spite of their employer, and not with his assistance and encouragement.
If you know the lives of men of Ability, you know that they discovered their power, almost without exception, thru chance or accident. Had the accident not occurred that made the opportunity, the man would have remained unknown and practically lost to the world. The experience of Tom Potter, telegraph operator at an obscure little way station, is truth painted large. That fearful night, when most of the wires were down and a passenger train went through the bridge, gave Tom Potter the opportunity of discovering himself. He took charge of the dead, cared for the wounded, settled fifty claims drawing drafts on the company burned the last vestige of the wreck, sunk the waste iron in the river and repaired the bridge before the arrival of the Superintendent on the spot.
"Who gave you the authority to do all this?" demanded the Superintendent.
"Nobody," replied Tom, "I assumed the authority."
The next month Tom Potter's salary was enhanced, and in three years he was making ten times this, simply because he could get other men to do things.
Why wait for an accident to discover Tom Potter? Let us set traps for Tom Potter, and lie in wait for him. Perhaps Tom Potter is just around the corner, across the street, in the next room, or at our elbow. Myriads of embryonic Tom Potters await discovery and development if we but look for them.
I know a man who roamed the woods and fields for thirty years and never found an Indian arrow. One day he began to think "arrow," and stepping out of his doorway he picked one up. Since then he has collected a bushel of them.
Suppose we cease wailing about incompetence, sleepy indifference and slipshod "help" that watches the clock. These things exist let us dispose of the subject by admitting it, and then emphasize the fact that freckled farmer boys come out of the West and East and often go to the front and do things in a masterly way. There is one name that stands out in history like a beacon light after all these twenty-five hundred years have passed, just because the man had the sublime genius of discovering Ability. That man was Pericles. Pericles made Athens.
And today the very dust of the streets of Athens is being sifted and searched for relics and remnants of the things made by people who were captained by men of Ability who were discovered by Pericles.
There is very little competition in this line of discovering Ability. We sit down and wail because Ability does not come our way. Let us think "Ability," and possibly we can jostle Pericles there on his pedestal, where he has stood for over a score of centuries the man with a supreme genius for recognizing Ability.
A great video that explains confidence by becoming aware.
Gaining Confidence: Silfan - 4.06.10 from Balanced View Trainers on Vimeo.
Tuesday, 12 April 2011
Love and Faith
No woman is worthy to be a wife who on the day of her marriage is not lost absolutely and entirely in an atmosphere of love and perfect trust; the supreme sacredness of the relation is the only thing which, at the time, should possess her soul.
Women should not "obey" men anymore than men should obey women. There are six requisites in every happy marriage; the first is Faith, and the remaining five are Confidence. Nothing so compliments a man as for a woman to believe in him nothing so pleases a woman as for a man to place confidence in her.
Obey? God help me! Yes, if I loved a woman, my whole heart's desire would be to obey her slightest wish. And how could I love her unless I had perfect confidence that she would only aspire to what was beautiful, true and right? And to enable her to realize this ideal, her wish would be to me a sacred command; and her attitude of mind toward me I know would be the same. And the only rivalry between us would be as to who could love the most; and the desire to obey would be the one controlling impulse of our lives.
We gain freedom by giving it, and he who bestows faith gets it back with interest. To bargain and stipulate in love is to lose.
Perfect faith implies perfect love; and perfect love casteth out fear. It is always the fear of imposition, and a lurking intent to rule, that causes the woman to haggle over a word it is absence of love, a limitation, an incapacity. The price of a perfect love is an absolute and complete surrender.
To give a man something for nothing tends to make the individual dissatisfied with himself.
Your enemies are the ones you have helped.
And when an individual is dissatisfied with himself he is dissatisfied with the whole world and with you.
A man's quarrel with the world is only a quarrel with himself. But so strong is this inclination to lay blame elsewhere and take credit to ourselves, that when we are unhappy we say it is the fault of this woman or that man. Especially do women attribute their misery to That Man.
And often the trouble is he has given her too much for nothing.
This truth is a reversible, back-action one, well lubricated by use, working both ways as the case may be.
That form of affection which drives sharp bargains and makes demands, gets a check on the bank in which there is no balance.
There is nothing so costly as something you get for nothing.
And here is a video that is so very special to me.
To my late wife Claire
x
Women should not "obey" men anymore than men should obey women. There are six requisites in every happy marriage; the first is Faith, and the remaining five are Confidence. Nothing so compliments a man as for a woman to believe in him nothing so pleases a woman as for a man to place confidence in her.
Obey? God help me! Yes, if I loved a woman, my whole heart's desire would be to obey her slightest wish. And how could I love her unless I had perfect confidence that she would only aspire to what was beautiful, true and right? And to enable her to realize this ideal, her wish would be to me a sacred command; and her attitude of mind toward me I know would be the same. And the only rivalry between us would be as to who could love the most; and the desire to obey would be the one controlling impulse of our lives.
We gain freedom by giving it, and he who bestows faith gets it back with interest. To bargain and stipulate in love is to lose.
Perfect faith implies perfect love; and perfect love casteth out fear. It is always the fear of imposition, and a lurking intent to rule, that causes the woman to haggle over a word it is absence of love, a limitation, an incapacity. The price of a perfect love is an absolute and complete surrender.
To give a man something for nothing tends to make the individual dissatisfied with himself.
Your enemies are the ones you have helped.
And when an individual is dissatisfied with himself he is dissatisfied with the whole world and with you.
A man's quarrel with the world is only a quarrel with himself. But so strong is this inclination to lay blame elsewhere and take credit to ourselves, that when we are unhappy we say it is the fault of this woman or that man. Especially do women attribute their misery to That Man.
And often the trouble is he has given her too much for nothing.
This truth is a reversible, back-action one, well lubricated by use, working both ways as the case may be.
That form of affection which drives sharp bargains and makes demands, gets a check on the bank in which there is no balance.
There is nothing so costly as something you get for nothing.
And here is a video that is so very special to me.
To my late wife Claire
x
Subscribe to:
Posts (Atom)