Tag Archives: online training

Outsourcing your knowledge

Albert EinsteinWhy knowing less helps you to do more.

Diane Shawe M.Ed. 

When you think about the power of your brain and how we learn, memorise and recall all those facts, it can get very confusing. Having taught for nearly 25 years and trained some of the brightest professionals over last 10 years, I believe that knowledge is divided in two distinct areas. We can either know about a subject ourselves or we know where we can retrieve information on that subject. The massive amount of information available online has opened an infinite library of easily and quickly retrievable information with simple search engines. I like to think of it as an organic external hard drive, an outsourced memory we can plug in at any time. Some have argued that the internet dilutes the most traditional kind of knowledge: knowing a subject ourselves. They argue that in some way it makes our brains less efficient, diminishing our intelligence and destroying our inner hard drives and memory.

You may remember (if you are of a certain age) that when you were young, you knew by heart the phone number of your closest friends. Since the introduction of digital directories on smartphones there is no longer any reason to memorise numbers by heart.   On the other hand, how many hundreds more contacts do you have now compared to then thanks to the digital directories? In reality, how much more connected are you? The real deal of the information age is not that it allows us to know more, but that it allows us to know less in terms of depth of what we know, as mentioned by David Brooks, a New York Times columnist, in his famous 2006 NY Times article[1] The Outsourced Brain.

neuroscience brain“Memory? I’ve externalised it.” He said, “I am one of those baby boomers who are making this the “It’s on the Tip of My Tongue Decade.” But now I no longer need to have a memory, for I have Google, Yahoo and Wikipedia. Now if I need to know some fact about the world, I tap a few keys and enjoy the vast resource of the external mind.”

I think the positive side of this is that we are free to expand our awareness of subjects we did not have space, or availability, to explore before. Our memory now has a different function: it is a digital index that remembers the existence of a subject and what are the best leads to find information on that subject. I too had thought that the magic of the information age was that it allowed us to know more facts. Then I realised that the magic of the information age is that it allows us to know less.

It provides us with external cognitive servants, silicon memory systems if you will, with collaborative online filters, consumer preference algorithms and networked knowledge. We thus can give these servants the massive raw data and liberate ourselves to think, explore and be creative. You can use your brain to learn new skills, the soft skills that are the true measure of success.

Your outsourced memory (the internet, the cloud and more) allows you to be aware of the existence of information you would never have come across before when you were limited to what your inner memory could hold. It allows you to increase the quantity (and thus the quality) of the information that you can process because you do not always have to worry about memorising every single detail of it. It allows you to use more brain power in linking concepts and applying them rather than remembering them. It empowers you to think and process information faster because your brain has the space to hold links to so much different information, and in doing so it expands your subjective time. Back in the analogue era, the difference between a deep brain and a shallow brain was the availability of information and the choice of whether to take in that information or not came second.

As an educationalist and technophile, combined with my outsourced memory I have the capacity to think deeper. Now that (nearly) everything is available, the power is back to you: it is up to you to take responsibility of what content goes into your mind and how you use your outsourced memory.

Now you have begun to outsource your brain and now have room to do something rather special with your neo-cortex. Enjoy.

 

Is free online courses dumbing down adult education?

Ignorance is not bliss

Ignorance is not bliss

Is free online courses dumbing down adult education?

Adult education has become under-valued in an overpriced educational infrastructure.

The people who need the most help are already systematically ripped off by greedy loan companies, NHS parking, having to pay charges for drawing out their own money from private ATM machines in poorer boroughs, pre-paid electric meter’s to name but a few.  The more you seem to need help the more you seem to have to pay.

Off course the arguments are always about risk, but to compound on top of their needs, a premium, just to make sure the risk is compensated for is questionable indeed.

But another kind of ripping off is taking place. ‘Free online education’ you may ask ‘why is this a rip off?’

I will answer this from my prospective initially and then make further arguments as to why we should be very concerned about this unpoliced, unchallenged butchery of the values originally infused into our adult educational system.

As Isaac Asimov—a master of science fiction literature—once said:

“No sensible decision can be made any longer without taking into account not only the world as it is, but the world as it will be.”

What has happened?  Why have these large institutions priced education out of some fundamental principles?

How can we make the new economic age enhance, rather than diminish, our quality of learning? How can we make this amazing innovation advance the prospects of all people especially those with experience and not just youth?

It is clear that at this moment most educational systems are not keeping pace with changing technology and the ever-evolving world of work.

Not enough people are thinking strategically enough in this area.  Fundamentally, we need to innovate what people learn, how people learn, when people learn, and even why people learn.

We must get beyond the traditional model of students sitting passively in classrooms, following instructions and memorising material that they are tested and scored on which sometimes turn out to be of little use in an ever changing economy. It is evident that computers can do that for us!

What should a 21st Pedagogy for Adult Education Look Like?

A 21st century educational system must focus on the areas where humans can outclass computers—such as in cognitive skills, interpersonal skills, fine motor skills, or sophisticated coding skills.

We need to make sure that the type of education can keep a population in work or self-employment, performing meaningful tasks relevant to todays and tomorrow needs within a community.

I believe that education has to become student centric and move away from solely institutional constructs that are not fluid to change.

There has always been a great deal of lip service given to the idea of learning by doing, but not much has been done about it. In fact, John Dewey remarked in 1916, in his book, Democracy and Education:  

“Why is it that, in spite of the fact that teaching by pouring in, learning by passive absorption, are universally condemned, that they are still so entrenched in practice? That education is not an affair of “telling” and being told, but an active constructive process, is a principle almost as generally violated in practice as conceded in theory”


I think it is imperative that this century focuses on Adult Transformative Learning because, if we don’t, we are already seeing the internet unintenionally affect the minds of some of our  impressional adults who have no sence of usefulness within our society and can be easily motivated in learned stimulative blended information that could be perceived as devisive withing many communities.

“Transformative learning is a structured way forward in time of crisis when Individuals face Collective Challenges”

                                                 Diane Shawe M.Ed.

During the last twenty years, the use of the word “crisis” seems to have increased around the world. Referring to sudden and intense political, economic, social, psychological, cultural or environmental changes, this term emerges now more frequently in everyday vocabulary.

According to transformative learning theory, the emergence of a crisis represents a potential opportunity for personal and/ or collective transformation, grounded in the capacity of individuals and groups to revisit the perspectives through which they interpret their own experience.

Considering recent history, how does the emergence of social, economic, political, cultural, intellectual or environmental crisis manifest an opportunity, or an expression, of transformative learning?

In the mean time I think that some of these fundlemental questions need to be addressed:

  • How does the experience of individual or collective crisis affect the way one learns to critically interpret one’s own experiences?
  • What are the learning resources required in order to overcome the experience of individual or collective crisis?
  • What kinds of learning opportunities facilitate the management of personal and collective transformations triggered by a crisis?
  • What are the emerging issues and how do they affect research on transformative learning?

How can we effectively deal with some of these burning question when we are constantly dumbing down Adult education?

If you would like a copy of  my full essay on this topic fill in the form below to request a copy be sent to you.

Why life coaching is a really really hard sell

Coaching - Specialise and gain more clients

Coaching – Specialise and gain more clients

What they don’t tell you in coaching school? Is that “life coaching” is a really, really hard sell.

article by Diane Shawe M.Ed

I know some excellent life coaches – they’ve written best-selling books, they’ve got 75k+ likes on Facebook, they’ve done everything right, business-wise – they have more of a reach than I will ever have in my business – and they still struggle to get clients. They are still living month to month. And they have to hustle every  day to find new ways to make coaching a viable business.

Why? Because they are generalied “life coaches”. And life coaching isn’t something that people really “get”.  Here are 10 Definitions of Coaching

  1. “Unlocking a person’s potential to maximize their own performance.  It is helping them to learn rather than teaching them” (Whitmore 2003)
  2. “A collaborative, solution focused, result-orientated and systematic process in which the coach facilitates the enhancement of work performance, life experience, self-directed learning and person growth of the coachee”  (Grant 1999, basic definition also referred to by the Association for Coaching, 2005).
  3. “A professional partnership between a qualified coach and an individual or team that support the achievement of extra-ordinary results, based on goals set by the individual or team “(ICF, 2005)
  4.  “The art of facilitating the performance, learning and development of another” (Downey, 2003)
  5.  “Coaching is directly concenred with the immediate improvement of performance and development of skills by a form of tutoring or instruction”  (Parsloe, 1995).
  6. “Coaching psychology is for enhancing well-being and performance in personal life and work domains underpinned by models of coaching grounded in established adult and child learning or psychological approaches” (Special Group of Coaching Psychologists, part of the British Psychological Society)
  7. “Coaching is about developing a person’s skills and knowledge so that their job performance improves, hopefully leading to the achievement of organisational objectives. It targets high performance and improvement at work, although it may also have an impact on an individual’s private life. It usually lasts for a short period and focuses on specific skills and goals.” (CIPD 2009)
  8. “Psychological skills and methods are employed in a one-on-one relationship to help someone become a more effective manager or leader.  These skills are typically applied to a specific present-moment work-related issues….in a way that enable this client to incorporate them into his or her permanent management or leadership repertoire” (Peltier 2010)
  9. [Co-active] coaching is “a powerful alliance designed to forward and enhance a life-long process of human learning, effectiveness and fulfilment”  Whitworth et al (2007)
  10. “Coaching is about enabling individuals to make conscious decisions and empowering them to become leaders in their own lives” (Wise 2010 – sorry couldn’t help sneaking one in myself!).

So after reviewing the definitions, which one would you say best sums up your offering? The truth is that people will be coming to you because of YOU and what you have accomplished. Your story is important. Your skills and expertise are just as important. And while coaching isn’t about telling people what to do – sometimes people will need guidance, advice, and hand holding. And you are 100% allowed to be their coach, their mentor, their teacher, and  advisor.

You might be veering away from what you learned in coaching school, but in order to stand out from the crowd it will help you fast-track your business success by playing to your strengths and personality and the need of your specific and targeted client base.

So I am going to call out the elephant in the room: The majority of coaches who are killing it in business are doing one of several things:

1. They coach and/or mentor other coaches

2. They coach specialist clients (sports, personalities, celebrities)

3. They coach executives within large companies.

Unfortunately many small businesses who would really like to have a coach cannot commit the resources, this is why most coaches are also starving.

People are interestd in you

People are interestd in you

Here’s what you can do to make the life coaching business easier on yourself:

  • Get specific about who you work with and what problem you solve for them.
  • Drop the jargon STAT of what other coaches have achieved
  • Stop doing open ended, ongoing coaching. It’s hard to sell and doesn’t get you known for anything.
  • Learn the common mistakes people make in creating packages, and then don’t make them.
  • Create ONE specific package for a specific market (based on your unique expertise) and get really, really good at it.
  • Build a solid client base, and THEN you can expand.
  • Create a blog and don’t be afraid to give away step by step advice, it will get you known.
  • And in the meantime, keep your day job.

Home Study Courses to help refine your Specialism for Coaching. Fully accredited. Request course outlineand price by clicking here

Change Management: Change and How to Deal With It Managers traditionally have had the task of contributing to the effectiveness of their organization while maintaining high morale. Today, these roles often have to be balanced off with the reality of implementing changes imposed by senior management. Managers who have an understanding of the dynamics of change are better equipped to analyze the factors at play in their own particular circumstances, and to adopt practical strategies to deal with resistance. This one-day workshop will help you deal with change and will give you strategies to bring back to your employees.
Coaching: A Leadership Skill Coach, Role Model, Counselor, Supporter, Guide…do these words ring a bell? Being a coach involves being a role model, sometimes a counselor or supporter, and always a guide. Coaching is based on a partnership that involves giving both support and challenging opportunities to employees. Knowing how and when to coach is an essential skill that can benefit both you and your organization. This one-day workshop will help you become a better coach in all senses of the word.
Communication Strategies This course is designed to help you improve your interactions with other people in your workplace or at home. This course wil help you guide your clients on how to improve the critical communication skills of listening, asking questions and being aware of nonverbal messages. To help your clients who are struggling to find that middle ground between being too aggressive and too passive, and how to counter the manipulative tactics of difficult people.  Your clients will  also learn more about the elements of our communication with others that help us reveal appropriate information about ourselves, and how to get a handle on how to better manage ourselves for a professional image.
 The Art of Delegating Effectively  Delegation is often one of the hardest skills for a manager to master. However, the skill can be learned. You will explore many of the facets of delegation: when to delegate, and who to delegate to. We will also go through the delegation process step by step, to see where the pitfalls lie, and what we can do about getting around them.  These are useful tools for your clients.
Networking for success  Business networking is an effective and efficient way for business people to connect, develop meaningful relationships, and grow their businesses. These achievements don’t come through a direct sales approach, however. They come from being interested in helping others, in listening, and in purposefully meeting and introducing people to one another. You will  learn the essential ingredients to help your clients with business networking, including in-person, people-centered connections and online spaces such as LinkedIn.
Conflict Resolution There are two major myths about conflict: that it always involves anger and that it’s always negative. Conflict can actually be a positive tool for growth if you know how to manage it properly. This course will help you specialise in helping your clients develop quality mediation skills.
Dealing with Difficult People All of us experience conflict. We argue with our spouses, disagree with our friends, and sometimes even quarrel with strangers at a hockey game. At times we lose sight of the fact that all this conflict is normal. So long as people are individuals there will be the potential for conflict. Since you can’t prevent conflict, the most important thing is to learn how to handle or manage it in productive ways. What is critical for resolving conflict is developing an understanding of, and a trust in, shared goals. It requires openness, discipline, and creativity. Showing respect for other people and not blaming them enables people to work for mutual benefit.
Conflict Resolution: Getting Along in the Workplace Conflict Resolution: Getting Along in the Workplace
Conquering Your Fear of Speaking in Public Do you get nervous when presenting at company meetings? Do you find it hard to make conversation at gatherings and social events? Do you lock up in awkward social situations? If so, this one day workshop is just for you! It’s aimed at anybody who wants to improve their speaking skills in informal situations. We’ll give you the confidence and the skills to interact with others and to speak in informal situations and in front of small groups.
Controlling Anger Before It Controls You – A One Day Primer Everyone gets angry; it’s a completely natural response. But do you know how to manage that anger constructively? Most individuals throughout coaching need a set of tools to help them with this problem.
Core Negotiation Skills Negotiation is a key skill that, when mastered, can enhance communications and provide better results from communication. You can specialise in helping your client on how to prepare to negotiate, ways to respond to negotiation challenges, how to create win-win solutions, and how to create sustainable agreements.
Creating a Dynamic Job Portfolio The job market continues to change, as does the way we look for work. This course examines the value of presenting yourself as a complete package by using a resume as an introduction to an employer and backing it up with a portfolio presented at the interview.

You can learn to help to executives for instance prepare themselves for new challenges.

Critical Thinking In today’s society, many people experience information overload. We are bombarded with messages to believe various ideas, purchase things, support causes, and lead our lifestyle in a particular way. How do you know what to believe? How do you separate the truth from the myths?

Help your clients with constructive tools on how to put their thoughts into order.

Can you Maintain Continuity of a Team in the face of personal ambitions and solicitations from other companies?

Building Better TeamsOne of the biggest problems team leaders face is maintaining the continuity of the team. Once the right people are in place on your staff, how do you keep them there in the face of their ambitions and solicitations from other companies?

article by Diane Shawe M.Ed   Accredited Clarity4d Business Partner

Clarity within the team can go a long way toward solving the first problem, and embedded processes that recognise peoples’ contributions can help with the second problem but this can often be a slow and costly procedure.

Well, I went on the most incredible 3-day accreditation course on this very matter, and I just had to blog about it before sending out some information to various organisations who might find it useful. In a nutshell Clarity4d help each member of staff become better at making the team more efficient through feedback and coaching, in days rather than weeks, it’s a game changer!

Research on why people leave companies or underperform found two key reasons: 1) they don’t like their boss,

2) they don’t feel appreciated.

Teaching managers to be “coaches” rather than “bosses”—asking questions rather than just telling someone what to do—would help to create UNITY WITHOUT UNIFORMITY. But where do you begin?  The Old fashion words such as Molding a Team of Leaders does not go down well in today’s working environment. Educating and bringing people along with you instead of dragging them is far healthier and cost effective in many ways.

GETTING YOUR TEAM TOGETHER

So you’ve taken the time and made the effort to spot, recruit, develop, and get in place a group of smart and talented people who are your direct reports. That’s crucial. But the bigger challenge is educating these high-energy, high -powered, high-ego people into a working team of leaders who synchronise their efforts and propel the business forward. Individual team members naturally focus on their own functional specialties and have their own personal ambitions, but those differences often cause them to pull in different directions especially considering the inherent tensions that exist between various silos of the business.

As the leader, you have to get your direct reports to submerge their egos, aggression, and personal agendas so they’re pulling together. You can’t mediate every dispute, ensure that every trade-off is properly made, or that information is flowing as it should on a daily basis. Clarity4d can provide the tools to help all team members learn how to develop team communication strategies, so the business will perform better as they focus and commit to the total business.

Clarity4d will help them create a common granular picture of the company in its external context as you see it or even more critical the way the market it moving. That way, they’ll know how their respective areas fit together, and they’ll have both the motivation and information they need to keep their efforts aligned. You have to mold people’s behavior as well. Too often, talented and ambitious people have a single-minded focus, little aware of what their colleagues in other silos are doing, at worst deeply suspicious of them.

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Resources and information are hoarded, and communication is sporadic and formalistic. You’re the one who tolerates or challenges narrow self-interest, big egos, and dominant personalities. Most of the work of educating a team happens in group settings, which may require that you change the way you lead. You can’t just work with your direct reports one to one, setting their budgets and goals in private and coaching them individually as you shift your attention from one part of the business to another. You have to help the group create a picture of the total business and correct any disruptive behaviors in the presence of the team, so you need the emotional strength to direct and stand up to powerful individuals on whom you depend on.

Many leaders think molding a team isn’t worth the effort, but they’re missing a tremendous opportunity to differentiate themselves and build the business. The more people can see the entire anatomy of the company, the team, each and the intersections of its moving parts, along with the broader context in which it operates, the better job they do. When they all see the same facts, discuss their observations and thoughts, and come to understand the interconnectedness of their functions and skills, they’re able to raise the bar, setting higher goals and achieving them faster

So how do you map out your teams strength and weakness and put them all to a positive use in a matter of days?  Clarity4d Profile and Team Profiling solution is designed to give strategies for communicating with people with different personality preferences.

SHAPING A COMMON VIEW OF THE TOTAL BUSINESS

A team of leaders starts being molded when everyone is on the same page. To be on the same page, you first need to understand more about yourself and know more about how others see you.  Once you have identified how personal influence can be enhanced by meeting the needs of others, the team can then move towards getting on the same page.  The key is to develop an internal team dialogue in which each member contributes to the discussion that shapes the team’s collective view of the business— its challenges and opportunities and the resources available. Getting on the same page tests the cognitive bandwidth of not only each member of the team but the team as a whole. Once drawn, however, the conventional picture channels the team’s energy and, more important, provides a reference point for future dialogue as the team members influence and are influenced by their colleagues. The stage is set for collaboration.

FEEDBACK BREEDS BETTER COLLABORATION

Contact us for a Consultation 0203 551 2621

Keep a mental inventory of the skills and methods for getting things done for each member of your team. One team member may be too blunt in arguing a point with others, another may be too shy to participate in debate, and yet another may have a habit of holding back information essential to reaching a good decision. All these impediments to effective teamwork must be clearly identified to the individual, and he or she must be counseled in overcoming them.

Feedback is most effective when given in written form and given frequently, but human beings typically can change only one or two behaviors at a time.

Most people don’t like to give feedback, but they have to look at it from the proper perspective.

Feedback says you’re committed to someone’s development.

Higher performers want to know how to get better, and the only way to achieve this is share numbers, reasoning, and results to share a single view of the business and its context. Having the intellectual courage to confront behaviors that harm the team’s effectiveness. Anticipate, surface, and resolve conflicts. Pick the right people. Provide prompt feedback and coaching. Recognise and avoid derailers.

Having all the right people and great processes isn’t enough. You also have to have the right behaviours and to get the right behaviour people need to understand more about team member’s preferences.

Everything we’ve covered so far needs to be translated into results. The first and most critical step in execution is choosing the right goals. This is where the buck starts. Many leaders are conceptual, high-level intuitive thinkers, this matters because understanding the other variable such as Sensing v Intuition,  Thinking v Feeling thinkers and Introversion thinking v Extroversion thinking can misalign people’s energy within a team.

ARE THE EIGHT KNOW-HOWS BURIED IN YOUR TEAM?
  • Positioning and Repositioning: Finding a central idea for the business that meets customer demands and that makes money.
  • Pinpointing External Change: Detecting patterns in a complex world to put the company on the offensive.
  • Leading the Social System: Getting the right people together with the right behaviors and the right information to make better, faster decisions and achieve business results.
  • Judging People: Calibrating people based on their actions, decisions, and behaviors and matching them to the non-negotiables of the job.
  • Molding a Team: Getting highly competent, high-ego leaders to coordinate seamlessly.
  • Setting Goals: Determining the set of goals that balances what the business can become with what it can realistically achieve.
  • Setting Laser-Sharp Priorities: Defining the path and aligning resources, actions, and energy to accomplish the goals.
  • Dealing with Forces Beyond the Market: Anticipating and responding to societal pressures you don’t control but that can affect your business.

DO YOU KNOW WHO’S PERSONAL TRAITS THAT CAN HELP OR INTERFERE WITH THE KNOW-HOWS IN YOUR TEAM?

  • Ambition—to accomplish something noteworthy BUT NOT win at all costs.
  • Drive and Tenacity—to search, persist, and follow through BUT NOT hold on too long.
  • Self-confidence—to overcome the fear of failure, fear of response, or the need to be liked and use power judiciously BUT NOT become arrogant and narcissistic.
  • Psychological Openness—to be receptive to new and different ideas AND NOT shut other people down.
  • Realism—to see what can actually be accomplished AND NOT gloss over problems or assume the worst.
  • Appetite for Learning—to continue to grow and improve the know-hows AND NOT repeat the same mistakes.

DO YOU KNOW WHO’S HAS THE COGNITIVE TRAITS IN YOUR TEAM THAT COULD IMPROVE THE KNOW-HOWS?

  • A Wide Range of Altitudes—to transition from the conceptual to the specific.
  • A Broad Cognitive Bandwidth—to take in a broad range of input and see the big picture. Ability to Reframe—to see things from different perspectives.

It can get really complicated, but with Clarity4D’s Profiling tools and range of workshops you will find your team members around the world, at home, school or socially easier to communicate with as you become clearer on how you can tend to their preference whilst appreciated your.

Try this simple questionnaire and we will send back your profile report.  We will then explore how it can be used in a team environment. Click here to start the journey to better team building.

http://www.clarity4d.softskills.expert

2 Tips on How To Put Optimism Into Practice On a Daily Basis

Practice being Optimistic each day

Practice being Optimistic each day

Can Optimism be taught?

Being optimistic does not mean forcing yourself to become persuaded that you should always look on the bright side of things. Becoming optimistic is something you can learn. It is a state of mind that is not so hard to assimilate, one that enables you to live quickly the life you want to live.

Optimism is a state of mind

Optimism is a concept that is often poorly explained. Having a high state of mind does not mean that you reject reality because you want everything to be rosy. It means that you can tackle any situation with a state of mind that gives you every chance to take advantage of it or to turn situations around in your favor if you need to.

People often think human beings are either optimistic or pessimistic by nature and that there is nothing we can do about it. This is specifically a cynical way of seeing things! Unfortunately, people often dwell on this incorrect observation.

There are obviously optimistic people. Admittedly, they have an advantage over others, but it does not mean that pessimistic people are destined to remain bleak.

Being optimistic, in a general manner, means that there is a way out of every situation, but it will only show if you do your best, so events turn in your favor.

Being optimistic is not a mere vision of life according to which everybody is good and that all is for the best in the best of all possible worlds, one that consists in denying reality – which often refutes this idyllic point of view.

Being optimistic requires first of all that you be realistic and accept the world as it is: that is, with its positive and negative aspects.

Likewise, you can’t say that people are inherently good because some are, while others are not.

In fact, the truth is more subtle than that because these two tendencies do reside in every one of us. Life consists in expressing our qualities for our own sake but also for that of our dear and near ones or humankind.

To become optimistic, you, first of all, have to be realistic and accept the ambivalence of this world and human beings – they can both be good and bad in turns. The second step is to take action by counting on favorable outcomes to arrive and hoping that the people you’ll meet will adopt a positive attitude. Seeing things this way is fundamental.

First of all, know that, if you are not optimistic by nature, as described in the definition above, you will need some time before you naturally become confident at being optimistic. So, summon your patience. But you may not have to wait for too long if you apply the advice you will find below.

Here is how to bolster your optimism or become optimistic. You may be confronted with two cases:

1.    You have already gone through a situation that did not turn in your favor:

– Do not feel guilty for this failure learn from the experience so you can deal with such a case differently next time.
– Approach the situation in question from a different perspective by visualizing it turning out in your favor and doing what you can so it turns in your favor.

2.    If a situation is unprecedented for you:

–    In this case, it is even easier: approach the situation by visualizing it turning out in your favor and by doing everything you can so things go your way!

These two ways of acting is a learning process which will gradually become second nature to you, helping you to earn one success after another.

Looking for a short course? why not tray five short courses and learn on the move. http://www.crashcourses.academy 

THE THREE REASONS COMPANY STORIES FALL SHORT OF EXPECTATIONS

Develop your interviewing skills

Develop your interviewing skills

The company story is a composite of how you represent yourself to employees, supplier, customers, and the general public.

It is tied closely to your reputation, reinforced by your integrity, and defined by your behavior. Your story is the essence of who you are, what you believe in, and how you act out your character in a business play. Think of your story as if it were presented in a theater. Your story can be a comedy, a tragedy, or a musical. There will be a cast of characters, some good, others not so good, each telling their own version of the story.

article by Diane Shawe

Most organisations are in trouble because their main characters in the play, the managers or owners, tell stories that don’t  hang  together. Three problems are associated with their composite company story. First, the story is badly told; second, it is not acted out in a coherent manner; and third, it doesn’t ring true. The sales department is living one story while operations follows a different theme. Finance has its own world while marketing occupies still another cloud. Is it any wonder employees are confused? They seem to be working for different companies simultaneously.

When a Story Is Badly Told

A badly told story has its roots in an incomplete business plan. Most organisations have bits and pieces of the items making up the plan. Managers are usually proud they have a philosophy statement posted in the lobby. They point in triumph to the value statements listed in the company literature. Somewhere you will be shown a vision. Each of these elements is appropriate and necessary in both a well-constructed business plan and an authentic story.

If a single element is missing from the plan, the story is incomplete. The danger of an incomplete story is evidenced when the flaws show up in execution of the plan. An incomplete business plan results in a frag- ile document presenting a story that doesn’t ring true. An incomplete model implodes.

When there is no vision statement for instance in a story. any well-written plan with all the pieces will not stack up if the vision portion is lacking.

Time management Mindfeed 4 by Diane ShaweWhen the Story Pieces Don’t Add Up

Failure to virtually linked to the elements  also contributes to an incomplete story. Because the parts and pieces are not interconnected there is no coordinated, disciplined implementation. It is possible to actually have the elements working against each other. For example, values may contradict the philosophy. The vision and mission could be disconnected. Principles could be developed that cancel each other. These disconnected behaviors cause customers and employees to hold the company management suspect. They sense something is not right or it is just not working.

When the Story Isn’t Believable

Another equally fatal flaw in telling a story is to be incongruent. For example, you claim to love customers then treat them badly. You claim to value employees yet they become targets of opportunity for reengineering or down sizing, even in good times. You profess to provide the best products in your industry yet they don’t work as advertised.

People are astute and getting smarter especially with the powerful smartphone in the palm of their hands. They pick up on the fact you don’t live your own company hype. Your story simply isn’t believable. Consider public awareness of a company’s environmental protection position. Let one incident occur then watch the media have a field day with the inconsistencies. Politicians suffer the same fate when they make public promises they cannot keep. They become inconsistent with their story, telling each special interest group what the group needs to hear.

The Antidote to a Badly Managed Story

There is an antidote for a badly managed story. The key is building a congruent story by eliminating the very issues that create incon- gruence. The first step is to get a business plan in place. To do it as defined in this text, you will be forced to deal with the key planning elements as discrete elements and then again as an integrated framework. This is the only known process to make the message authentic, congruent, and believable.

Being authentic requires truth and hard work. It requires an acknowledgment of who you really are in terms of what you believe in, how you behave, and what you expect. If yours is a lethargic organisation, don’t claim high performance. Being authentic means identifying all the problems in your system, communicating to employees that you know the problems, and finally telling them how you intend to fix those problems. Everyone must share this hard work across the range of business activities and down the management structure. Everyone must participate in careful organisational analysis and the required actions to fix the problems.

Being congruent requires constant vigilance on the part of the whole management team. This means you must do what you say— every single time. There are situations where you will slip. Honest mistakes are okay. Employees do not expect their management to be perfect. They do expect them to live up to their word and match word and deed.

Reaching a state where you and your management team are believed is a journey with history working against you. A mis management example made public doesn’t help your case. Building trust to counter this history is not an overnight event. After your story is completed, communicated, and demonstrated you will experience hesitance and resistance from employees. They won’t be quick to jump on your train. There will be a test period to see if you really meant what you said or if this was simply an annual pep talk from upper management. Remember two points: Employees have heard it all before, and actions speak louder than words.

Creating a Win Win situation is not just about Selling

Negotiations outside the box

Negotiations outside the box

Keeping an Open Mind

article by Diane Shawe M.Ed

Have you ever started working on a project and had someone come along with an idea you never thought of that made the project much better? Perhaps it sped up the process, gave it much more depth or meaning, or led to a richer result in some way.

If you were closed-minded about the project, you would not have even noticed that someone came to you with a better suggestion. Being open-minded, however, allowed you to recognise the value and merit of someone else’s ideas, and voila! Things worked out much better than you had ever imagined.

When you apply open-mindedness to negotiating, it helps to support your flexible and adaptable nature. For example, perhaps you set your mind to negotiate the best price you can, but your counterpart approaches you with a better price than you had imagined as your benchmark. If you are open-minded, you hear what your counterpart proposes. If you are closed-minded, you are so focused on the outcome that you might not hear what they offer at all, and you may actually negotiate yourself a weaker deal.

Not every negotiation is about reaching a win-win solution. Sometimes, not everyone can win. For example, when an organization is preparing to downsize, the employees may be looking for the most benefit they can get, but they know that they will not have a job in the end. In collaborative negotiations, your real objective is to reach the best possible result for all parties. This might include some compromise, and should always involve working toward relationships.

Long Term and Short Term Relationships

CPD FrameworkWhen you consider relationships in negotiating, the length of the relationship is very important. If you are negotiating with someone that you will never see again, and with whom you have no investment, go ahead and put everything on the table. This would be the case if you were bargaining about a one-time purchase (such as furniture or a television from a commission based salesman, for example). In many cases, however, you may be looking at a much longer-term relationship. In the case of labour negotiations, many unions have strong negotiators who work with them for many years.

The union negotiators are skilled professionals, and they may approach your meetings very confident that they, themselves, will be around much longer than the current group of managers and negotiators that the employer has. If you are an employer negotiator, you will want to consider the long-term effects of the relationship that you foster, as well as the specific terms that are agreed upon. Expect, for example, that if you are currently negotiating wage or benefit rollbacks, the union is going to be very resistant, and that if you are successful in negotiating those reductions, the union is going to negotiate their reinstatement at the next round.

Labour negotiations are about long-term relationships. Consider also that the terms that you bring up in this kind of negotiation will have a long lasting effect on the company and its employees. The union knows this too, and that it is important to realise that the negotiations are a part of a long-term relationship that can be strengthened or damaged by the results of the negotiations that you are taking part in.

When you are thinking in terms of relationships, be ready to leave some items on the table. That means that some items that you thought were important may not be considered in this round of negotiations. This is one of the times when detaching yourself from the outcome is important; there will be other opportunities to work with this contract or similar ones again, and those may be the times that you will be able to bring those other items to the fore.

branding-mindfeed-ebook-by-diane-shawe
About the Author

Diane Shawe is a speaker, trainer, mentor, consultant, entrepreneur and author with 15 published titles on Amazon.   With more than 25 years of experience. She has personally trained over 2800 people around the world in a variety of fields and has published a number of works. She has contributed to over 100 Kiva Entrepreneur’s around the world.

She was also one of the producers of a Day time Ladies Talk Show in 2015 and Host of one of the UK’s best loved Annual Hair Extensions Awards.

Diane also enjoys oil painting, sailing and clay pigeon shooting. She focuses on topics that she is passionate about in her writing and has attracted over 36,000 followers on her popular blog.

Media Contact
Company Name: AVPT Short Courses
Contact Person: Diane Shawe MEd
Email: Send Email
Phone: +44 208 1333120
City: London
Country: United Kingdom
Blog Website: http://www.academyexpresscourses.com
Training http://www.hairextensionstraining.academy

Diane Shawe’s eBooks are available on Amazon right now at: https://www.amazon.com/Diane-Shawe/e/B0052WG8V6

Diane Shawe Social media links http://www.phollo.me.com/expresscourses

 

Personality Profiling Highlights Personal Training Needs Analysis

What is your colour combination?

What is your colour combination?

What does your colour say about you?

article by Diane Shawe M.Ed

The Academy of Vocational and Professional Training has teamed up with Clarity4D to offer an affordable, accessible, Personality Profiling to assist with identifying Individuals Communication style and Personal Training Needs Analysis in April 2015.  Both solution incorporating a behavioural model and psychometric tool based on the work of Carl Jung and uses colour to identify the four basic personality traits, supported by a L.M.S Point of Need Training Courses in Softskills is set to improve the direct needs of Individual from small businesses to corporates.

Steve Davies Director of Clarity4d states that ‘Personality profiling helps people to raise self-awareness, to understand their preferred style of communication and to recognise the personality and styles of communication of their work colleagues, suppliers and customers’.

Clarity4D profiles are easy to understand and provide a good basis for a personal development plan and when used in conjunction with personal/professional training and coaching which can maximise the potential of individuals and teams.

Clarity4D is used by many organisations in the following ways:

  1. To improve teamwork and leadership
  2. For management development
  3. To understand how some behaviour could be perceived as “bullying”
  4. To introduce the concept of diversity and inclusion into corporate cultures
  5. For recruitment, appraisals and coaching
  6. To help organisations through cultural change

AVTP specialises in Soft Skills courses which can assist in Continued Competence and Point of Need Training via a mobile device or Short Intense courses. The advantage to the individual is that the courses are colour coded and the candidate can decide if they want to strengthen a low colour grade or improve a medium high colour grade with the most appropriate soft skill.

AVPT is used by many organisation in the following ways:

  1. We understand the business sector inside out – that is why Point of Need training for Clarity4dour main focus is placed upon providing the highest quality training of your staff, in the shortest possible time and to ensure that every person who trains with us goes out more effective than when they came in.
  2. We Are very flexible, student centric and time sensitive.
  3. We Can help you with both compliance and accreditation issues.
  4. Allow real time tracking, monitorng and measure staff progress and achievements.
  5. Impressive lead times that can be delivered over different time scales to suit individual learning needs.
  6. Mobile phone and tablet compliant and secure with no advertising to suck up bandwidth.
  7. We have immediate availability at the very last minute for a large number of effective tailored one day courses including social media marketing, building self esteem, information management, writing reports and proposals, minute taking, business marketing, leadership skills, sales & negotiation and much more!
  8. We are IAO accredited so certificates are recognised around the world.

So if you are involved with young people, teams, individuals, couples or appraisals what have you got to lose? try out one of our quick online profiling now. Click here or you can call us on 0203 551 2621 for a free consultation.

10 Questions You Absolutely Must Ask Before Accepting a Job Offer

Need help with sharpening up your interviewing skills?

Need help with sharpening up your interviewing skills?

How to become a Self Employed Hair Extensions Technician

Becoming a Self Employed Mobile Hair Extension Technician

Pick up a a copy today from Amazon

Pick up a a copy today from Amazon

If you are currently working and are considering going it alone as a hair extension technician, working on a mobile basis can be a fantastic way to go about it. No matter how bad the economy gets, people will always need haircuts and, given the lower overheads involved in visiting people at home, mobile hair extension technicians can generally offer a more affordable service. Traveling to a location that suits your customers also gives you a far larger client base than you would have if you limited yourself to working from a single salon. Sounds good so far? Here’s how to get started.

article by Diane Shawe

What to do next if you have just qualified: the nuts and bolts

A. Create a Business Name
B. Identify the sector that you come under ( hair and beauty, Hairdressing, mobile business)
C. Consider a Trading address other than your private address
D. What services are you going to offer
E. Website with contact details and prices ( try http://www.wahanda.com free websites for beauty/hairdressing)
F. Open a Business bank account
G. Proof of qualifications or experience
H. Data Management registration
I.  Create a Facebook fan page
J. Create a YouTube channel
K. Cost and value of equipment

What do insurance company’s cover?

Insurance companies insure the following

  1. Businesses
  2. Public Liability
  3. Equipment
  4. Professional indemnity (need 5 years experience to qualify for this)

They do not cover specific certificates, however they will want to know if you are qualified or experienced in your chosen field.  But primarily they are going to cover a business and the services you provide.  Ringing up an insurance company without a business name etc as specified above will not get you very far.

How much insurance cover will you get?

AUTOMATIC COVERS WITH MOST MOBILE HAIRDRESSING INSURANCES

  • Public Liability – £3 million or £5 million
  • Products Liability – £3 million or £5 million
  • Treatment Risk – £3 million
  • Financial Loss – £10,000 or £50,000

OPTIONAL COVERS

  • Employers Liability
  • Money
  • Legal Expenses
  • Personal Accident for hands
  • Stock/Equipment
Think about ways to make yourself even more attractive to potential clients:

  • If you’ve specialised in styling hair, could you take a more advanced colourist course?
  • Could mastering intricate hairstyles and up-dos open a whole new market of wedding and special event clients?

There are also various other aspects of being self-employed to consider; it won’t only be about cutting, styling and colouring hair. You will need to learn about self-assessment tax returns, salon management and how to set your prices at a level which is affordable to your clients, attractive enough to have them switch from their current hairdresser and enough to cover your expenses and salary.

Of course, there are some further education courses you could take to help make your self-employment dream a reality – a diploma or even a BA in Salon Management could be perfect. Browse the websites and prospectuses of local colleges and universities to see what you could get yourself enrolled in.

From the beginning of your new venture

We cannot emphasise enough how important organisation is to the self-employed, no matter what industry you are working in.

As soon as you start working as a self-employed hairdresser, make sure to notify HMRC about your self-employed status. Keep an accurate record of every penny that comes in or goes out of your business; you’ll need it when it comes to completing your self-assessment at the end of the tax year, and also when reviewing your finances to make sure your prices and wages are set at an appropriate level.

Don’t forget to record your mileage!

This freelancer take-home pay calculator may also come in handy.

Always, ALWAYS, remember to keep back-ups of all of your records (including your appointments and client details). Don’t rely on any one type of recording – paper can get damaged and computer files or devices can be wiped or destroyed.

Drumming up new business

become a hair extension technicianAt first, you will probably find it easiest and most cost effective to promote your new found services on facebook to your friends for a special offer.

There are also quite a few other routes to explore:

  • Bridal/special occasion packages
  • School prom or university ball specials
  • Contacting local wedding or ball venues to inquire about becoming one of their preferred suppliers
  • Advertising on bridal or local message boards or forums
  • Delivering leaflets in your local area or advertising in shops, community centres and clubs
  • Working as a advisor with other specialist hairdressers

Remember that, the more you can offer your clients, the more attractive you will be to them. Would it be an option for you to train in nails, spray-tanning or eyebrow threading? This could open up a whole new market to you, particularly when it comes to bridal packages, pamper days and even pampering birthday parties girls Hen Parties.

You could also consider renting a chair in a salon for a day or two a week to give you some guaranteed business and income.

Going forward

The world is your oyster – all you need is a little imagination and a lot of hard work. Good luck in your new venture! Once it is up and running, it’s time to start working on your five year plan…

Online insurances to check out:

Direct Line for Mobile Hairdressers

Simply Business for Hairdressers

Association of Beauty Therapist

Salon Savers (need to be qualified hairdresser)

We are not affiliated to any of the above company’s this is just a guideline to get you going.

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