GROW Your People

Without people everything becomes transactional, an organisations biggest asset is its people, but many businesses could invest more wisely to grow their people at little extra cost.

I am experiencing customer fatigue with all the automation I face, cost is not everything, experience is becoming more important as choice is ever increasing.

Experience not just from a customers perspective but also in the B2B sector is important, it encompasses trust, openness, partnership a willingness to go the extra mile. These are all behavioural traits that come from our beliefs & values as well as being conditioned by the way we lead and managed and by the way we are rewarded or discouraged!

 

 

What is evident is that if the focus is on cost, efficiency & productivity the level of human interaction drops, it becomes less necessary, or does it?

What we see are organisations that have many subject experts, high in knowledge and experience but lacking the fundamental skills of leading themselves and others in a caring compassionate way.

By developing coaching as a leadership style, where managers are proactively looking to grow their people as opposed to solely managing the workload, people thrive, they feel cared for, appreciated, and valued, as a consequence their discretionary effort increases. Now every manager and leader would say yes to a bit of that.

Promoting coaching and the importance of growing people both individually and as a team can have a massive impact on the success of an organisation, they become more agile, innovative and tuned into what their customer wants and needs.

What ever business your in your in the people business, introduce tools and resources https://www.revealsolutions.co.uk/product-category/coaching-cards/ that address the basic skills, build better interpersonal skills throughout the organisation, support peoples growth not just professionally but personally. The most knowledgeable experienced person on the job does not necessarily make the best leader, nor may they want a job for which they have received little training!

Our Intention Focuses Our Attention

Our Intention Focuses Our Attention

Every second of every day we are subject to thousands upon thousands of pieces of information hitting our senses. Our eyes see everything in their sphere of vision, near, far, in front of us, off to the side, out of the corner of our eye. Our ears hear everything, loud, quiet, near and far. High pitch, deep rumbles, everything. And so it goes on for smell and taste and for all that we touch.

What’s interesting is that in this rich soup of available information the human brain focuses on processing a limited number! First approximately 138 and then a further refinement down to  7+/-2 per second per second. That’s still a lot of information!

How and why is this important?

In simple terms, where we place our intention, focuses our attention, in other words what gets through to our brains both informs our map of the world in our heads and provides us with the data to make decisions.

Our ‘map of the world’, what do we mean by this? It’s our internal representation of the world we live in, we’ve taken the information, processed it to make sense of it, and settled on that’s how it is! It’s the reason why two people could go to a football match, watch the same game and broadly come away with the same outcome but have two totally different views on what they experienced. I suppose that may depend on which team they were supporting and the result!

Coming back to making decisions, our actions are dependent on what information we have considered important and relevant, because as our intention focuses our attention, we will not notice or pay attention to all other information. An example of this would be two people out for a walk. One’s intention although going out for a walk for some exercise is important, is intent on catching up with what friends have been up to, they spend time during the walk going through their social media, probably making sure that they keep going in the right direction, avoid tripping or falling over etc. The other person’s intention is to take in as much of their surroundings as they can during their walk. They spend time looking around the fields, watching out for birds and searching out those beautiful wild flowers they suspect are out there somewhere.

Once we are aware that it is us who decides intention, we can be more choiceful with our attention.

The next time someone is speaking to us, it may be worthwhile asking ourselves what’s our intention here, are we fully present in the conversation? Next time we are out, what are we possibly not noticing, that we could be if we choice to be wantonly curious? How much more can we enrich our own model of the world?

How Compelling are your Objectives in 2016

I was listening to the news the other day when the subject of New Year Resolutions came up, interestingly according to the reporter 80% of those who make  New Year Resolutions either break it or give up on it by the 10th of January. This of course has been long known in the fitness industry and gyms in particular, where memberships and subscriptions are taken out and then hardy used past January.
So why does this happen? Probably because the resolution made is not compelling enough for the person and is overtaken by a more compelling reason to go back to what they were doing! The classic example of this is in weight loss, where there is a desire to lose weight and all the evidence for the person is there i.e. cloths not fitting comfortable, breathlessness under exercise, tiredness, more effort required than before to achieve the same outcome etc. but the person does not do what they committed to doing i.e. more exercise, change diet etc.
So can you make outcomes more compelling for yourself?
Well Yes you can!
Why would you want to do that?
Well in the many clients I have worked with over the years, once we have checked out what they want is definitely what they want, and we have done the ecology checks to ensure that when they get it, it won’t have a negative impact on other areas of their life, making their desired outcome more compelling has in fact ensured their success!
Working with a client to help them alter how they represent their desires, targets and objectives is only a small part of using NLP techniques to assist clients in their lives and businesses.
If you would like to find out more about how we can help you to achieve what you want, then checkout our website www.revealsolutions.co.uk for coaching, Therapy, NLP training and certification, leadership and management development.
Something to try
How do you represent succeeding in achieving something? It may be a picture you can see when you close your eyes, you may here yourself talking it through in the privacy of your head or you may have a feeling that comes on when you think about doing it, or it may be some other way. Whatever way that is, what happens if you alter that representation? i.e. if it’s a picture increase the brightness or bring the picture closer to you.
Happy experimentation

The Art Of Engagement

I wonder how many times you have wondered what those who work for you do in their free time.
What is amazing is the number and varied activities people are involved in outside work, secretaries, chairpersons, treasurers, committee members, volunteer organisers, stewards, governors, and then there are technical and creative skills people also volunteer in support of activities that bring them pleasure to be involved with. WOW
Oh then there is going to work! All too often their participation and commitment is limited to the managers’ or owners’ own limiting beliefs.
So what happens when we both project a greater expectation, and involve our people with the belief that they have far greater resources than we had previously imagined. They don’t report to work simply to collect a wage; they come full of anticipation, eager to succeed, up for the challenges each day brings and have purpose.
How we are as leaders, owners, and managers can be measured by the engagement of those that work in the organisation…note I said in not for!
Whatever business we are in, we are in the people business.
Through the years, many of us will have faced both the challenge of disengaged staff and witnessed great effort and resources being directed at improving productivity, through investment in new kit, implementation of lean principles, improvement in efficiency through work flow analysis with impressive results, often in high single digit percentages or even low double digit improvements. Yet the biggest sustainable change is when our people choose to release their discretionary effort!
Going back to activities outside of work, it has always struck me how self-sacrificing people are when it comes to supporting things that are important to them, when they get a buzz from making a difference or feel good about being involved. As leaders, we have the ability, should we choose, to create the conditions for engagement. In my opinion, it boils down to our own values and beliefs, how secure we are and how comfortable in letting go of control and how much we can allow ourselves to change for the benefit of others.

Have you thought about your retirement?

Do you work to live or live to work?
The question may seem simple to answer! For those who are approaching retirement age it’s an important question that if the answer is, my life is my work, may be storing up some problems ahead!
We all need a purpose and we find it in different ways, understanding and acknowledging your motivations, recognising that you may well have been working hard to achieve others goals that you may have been for-filling for a number of years are a good place to start when thinking about you, your needs and aspirations in retirement.
As professional coaches we facilitate that space in which to explore test and challenge limiting beliefs, aspirations, ecology of changes you may be considering. One thing is for certain those who do best in retirement manage the transition period well, this period varies for each of us in duration but probably starts for many 10 years before we an to finish our full time working life.
How’s your transition going? Need some time and space to talk it through? Get more clarity and feel more relaxed about your future. Get in contact today for your free initial consultation and if you feel you will benefit from coaching to transition into the next phase of your life we would pleased to provide further coaching either by phone, Skype or face to face

How is our mental health

I start this blog with a question.  How is your mental health, that of your friends and family and the people you employ?

A staggering 1 in 4 people in the UK will suffer with some form of mental health issue in their lifetime. Next time you are out and about, notice those around you.  Unfortunately, a lot display classic signs and behaviours that indicate an underlying issue.

Could it be that people and organisations are fixated on the wrong things? Could it be that pressure to compare and benchmark against others and other organisations is accelerating the decline of our own health?

What makes people happy? Well there certainly isn’t one universal answer, but I suspect that a lot of people are trying to be happy by achieving what others want them to achieve, having what others have and achieving this through short term activities and actions.

We are and have always been at our most powerful when we are with others, communities, groups, tribes, teams etc. Human beings are naturally communal and the point I am going to suggest is that we are losing touch with that. Mental illness is nigh-on non-existent in some tribes and remote groups in the world, yet has found its way into other cultures as they have been exposed to the “I must be better and/or beat someone else or organisation” culture.

So where is all this conjecture leading, you may ask? Well, we have a responsibility in the workplace to engage with others, to encourage everyone’s involvement and to respect diversity. We also must consider leadership and if we are leading, to be willing to look at our leadership style. There is, in my opinion, a need for empowering leadership and a duty to provide clear vision, values and beliefs of the organisation. That’s what provides purpose and leads to fulfilment when we are part of group that achieves the vision, overcomes the obstacles and finds solutions together. Wages are a given and provide security, while employee benefits only provide short term hits of the feel good factor.

So how is your community, group, tribe or team? Which do you belong to and more importantly, in which are you active? For if we are not active, we are not members, we are voyeurs and likely to be merely taking from it when it suits us! Too many of us can fall victim to that route, yet it is our choice.

So be active, take part. Work collectively and have fulfilment from being with others and achieving something to the common good of all.  Rather than just looking after our own interests; this way,  we are more likely to remain mentally healthier and to facilitate the opportunity for others to be mentally and emotionally resilient also.

Frank Pucelik delivers training in the uk later this year

I am excited and honoured to confirm that Frank Pucelik, the third originator of NLP along side Richard Bandler and John Grinder will be joining us at Reveal Solutions to deliver module 3 of this years autumn Master Practitioner course. 3rd – 6th Nov 2012
Due to Franks popularity and reputation we will be making this 4 day workshop available as a separate bookable course.
Further details and booking information will follow shortly.
If you would like to register your interest please e mail us at info@revealsolutions.co.uk
Advanced Booking opportunities will be given to those with a registered interest first. As availability to this workshop will be limited we anticipate the workshop is likely to be over subscribed and therefore a sell out.

Ten benefits to offering 360 appraisals in your organisation

1. Improves operational efficiency, customer service, turnover and profitability
2. Increases individual performance by identifying learning and development opportunities for both the individual and for the organisation to provide
3. Raises awareness in individuals of their behaviours, attitudes and performance and how they impact on others and the efficiency of the business
4. Encourages and supports an open culture of feedback, personal development and improvement and supports other important quality programmes such as IIP, TQM, LEAN & 6 Sigma.
5. Measures the effectiveness of individuals against the competencies required to succeed in their role.
6. Is a powerful driver of change and demonstrates a commitment to developing people and the organisation
7. Helps individuals develop their Emotional Intelligence (EQ) known to be the most important leadership power.
8. Recognises individual strengths and encourages people to use them more often and to take ownership of their own personal development programmes PDP
9. Provides invaluable information in support of Leadership & Management Development programmes
10. Can help to release additional discretionary effort of colleagues in the organisation, through true leadership recognition and reward.

Coaching in Gloucestershire

We attended the Gloucestershire Coaching Network group last night.
Held at the Maxima Forum on Landsdown Road Cheltenham bi monthly we were undertaking coaching practice specifically using two techniques that of The Sedona Technique and Dilts Neurological Levels.
Coaching whether it be executive coaching, performance coaching, life coaching is a powerful tool. Our group consists of coaches working with business, public and voluntary organisations to facilitate personal, management and leadership development.
Our next meeting is the 22nd September and you can book on through the Gloucestershire CIPD website.
Reveal Solutions are providers of Coaching, Leadership & Management development training, psychometric profiling, assessment and development centres

Coaching Cards

Now going for the fourth reprint our coaching cards are being purchased by coaches, managers, social workers, doctors, Organisations for their managers etc. as a means of management development, leadership development, supporting coaching as a management style and for use in appraisals.
The GROW coaching model is a powerful tool and we see these unique cards as a way of supporting coaching in the UK and around the world.
If your a life coach, business coach or simply want to improve your coaching practice these cards will assist you in your development