Category Archives: Coaching

12 Reasons To Stop Multitasking


See on Scoop.itGlobal Leaders or See on www.huffingtonpost.com

By Amanda MacMillan We all do it: Texting while walking, sending emails during meetings, chatting on the phone while cooking dinner.

Anne Egros‘s insight:

The slides in the article are very good examples that should make you think about re-designing your life and your work if you feel constantly distracted and have your energy consumed by doing different things simultaneously. 

University of California, San Francisco last 2011 declares, “Researchers know that multitasking negatively impacts working memory in both young and older adults”

More than 15 years ago, Steven Covey already identified the problem and gave us a method to focus on doing most important tasks to reach our true goals in his books: THE 7 HABITS OF HIGHLY EFFECTIVE PEOPLE  (HABIT 3: PUT FIRST THINGS FIRST) and FIRST THINGS FIRST.

I have summarized the Covey’s books in the following article:

Getting A Balanced Life in Only Two Steps

See on www.huffingtonpost.com

What motivates us at work? 7 fascinating studies that give insights

Reblogged from TED Blog:

Click to visit the original post

“When we think about how people work, the naïve intuition we have is that people are like rats in a maze,” says behavioral economist Dan Ariely in today’s talk, given at TEDxRiodelaPlata. “We really have this incredibly simplistic view of why people work and what the labor market looks like.”

When you look carefully at the way people work, he says, you find out there’s a lot more at play—and a lot more at stake—than money.

Read more… 1,223 more words

  • The less motivated an employee is, the more money he is asking !
  • If employees are not intrinsically motivated chances are very high that they are not creative as well. and won’t work hard enough as passionate people do.
  • Being passionate is coming from the inside-out. You can break somebody’s motivation very easily but it is very hard for leaders to inspire people to give happily the best of what they have to offer if they don’t want to and don’t have trust in the management.

The Three ‘E’s of Engagement: Engage, Empower, Enable:

Engage

leaders must provide a clear view of the company’s future, connect the company values with the individual life purpose, identify individual contribution to a higher level than self . Employees who feel good about themselves and think they belong to a team get the intrinsic motivation to deliver performance.

Empower

Let people decide how to set goals, how to get the expected results. Increase their personal power in making decisions at all level of the organizations. The leaders’ role is to coach and mentor individuals and teams to remove self-limiting beliefs, provide immediate feedbacks and develop strengths while minimizing the impact of weaknesses

Enable

Provide highly personalized support and enough resources. Lead teams based on matching personal communication, behavior and management styles of each team member. Provide talent development programs.
Related articles

Why Incentives Do Not Always Motivate Employees ?


Maslow

Intrinsic motivation is what works once people get enough money to have their basic needs met.That is the principle of the Maslow’ Pyramid of needs.

Some people think that Maslow’s theory is not valid anymore, yet I agree with Tom Fisburne on his analysis of relation with what  brands offer, pricing and Maslow’s hierarchy of needs

If we assume that we are talking about an environment where people have  enough money  for “paying the bills”, then external rewards of any types wont’ motivate people on the  long run. They will expect to get more each time and ultimately lose interest if rewards don’t increase. It is a kind of “incentive addiction”, it destroys more than it stimulates.

Any goal setting exercise should start by the end : What benefits  do you expect if you reach a specific goal ? or only half of the goal or making the efforts but not succeeding ?

Visualization of achieving a goal can help better define:  Why do you choose this goal specifically ? What benefits will you get versus the energy you invest to this particular goal rather than another ?

Read our previous article on Why people don’t Do What you Tell Them To Do “

If you don’t know why you are doing what you do and nobody tells you how you contribute to the big picture, if nobody encourages you and say thank you from time to time or if you don’t have the resources for doing your job well, then external reward only will demotivate people. I think it is impossible to make someone passionate against his or her will, but it is very easy to kill the fire within passionate people.

What Keeps YOU Motivated ?

Related Articles:

Best New Year’s Resolution?


See on Scoop.itGlobal Leaders

Rock Pebbles Sand

Anne Egros‘s insight:

 Do you remember the story of the jar to be filled with rocks, pebbles and sand ?  What will you put first if rocks represents the most important things in your life ?

Read this brilliant article from the author of “Good to Great” Jim Collins :

Instead of making a “To Do List” why don’t you start making more time and space in your life ?

Start making A ‘Stop Doing’ List !

I remember when I started reading the “7 Habits Of Highly Effective People” From Steven Covey. It was suggested you start defining what would you like to be remembered for when you will die. Who will be at your funerals ? What people would say ?  It’s a variant of the famous question: what would you do or stop doing if you will only have 6 months or 10 years to live ?

How about you? Do you take time to stop, think, reflect and listen to your inner voice telling you what really matters in your life ?

See on www.jimcollins.com

Will You Make New Year’s Resolutions in 2013 ?


Do you make New Year resolutions in January? Are you thinking about doing something new, stopping a bad habit or be a better person?

I usually write some goals and ideas around January 3rd as I feel relaxed, but full of energy.

Most people fail to stick to their yearly goals because they are either unrealistic or they don’t have the resources or they fall into the category of things they think they should do to please others, but don’t really feel intrinsic motivation to change.

Another reason for failure is to be too impatient and try to change too many things at the same time like quitting smoking and losing weight or changing job and starting a family. That’s why most people quit their good resolutions within the first 90 days of the new year.

So should we stop doing New Year resolutions? I think YES, if we stick to the definition of a resolution: “a firm decision to do or not to do something”. If we think that way it sounds like success or failure are only the results of willpower.

However, willpower is very limited as our brain is looking for rewards and instant gratifications as a result of specific behaviors especially when we are under stress. So if we want to quit smoking for example, it doesn’t help to know that we may increase the risks of getting cancer compared to the instant relief of anxiety that smoking can provide.

Before setting any specific goals for the new year, I suggest you think about moments of your life when you felt truly happy to understand what behaviors and environments make you emotionally and physically satisfied. Then, list actions and activities that you can include in your life that will reproduce those moments. It is also important to identify situations that make you unhappy and that you want to eliminate.

Make a list of five areas of your life you want to change such as self-development, career, family, etc. Select three goals for the year and associate what rewards do you expect based on the list of what makes you truly happy.

If you have difficulties to make this exercise and identify your priorities, maybe you can talk with your partner or a coach to make sure that you plan for success and do not make new year resolutions that you won’t keep.

motivation

Contact Us For a Free Consultation: aegros@zestnzen.com

What is Intercultural Coaching ?


” Creatures of a very particular making, we need to know the cultural blinders that narrow our world view as well as the psychological blinders that narrow our view of our personal experience”-Christina Baldwin

What an Intercultural coach does practically:? 

Patricia Comolet from CamComCoaching, wrote a very good article, The rise of intercultural coaching and I  have extracted some key concepts about intercultural coaching/

Coaching creates the space to explore cultural keys, allowing clients to consider the differences and to project themselves within the confines of a new cultural framework.

Coaching doesn’t impose new ways of seeing and doing, but rather opens up for consideration postures and options to choose from.

Intercultural coaching takes a frank look at our own cultures and assumptions. This awareness brings reality to an otherwise nebulous idea of what the future holds in store. It allows the evaluation of the difference between cultures, rejects the notion of judgment while placing the question of identity squarely at the forefront.

  • How does the client see himself within his new cultural context?
  • Where will flexibility open up new worlds and experiences for him?
  • Where will he set his limits, based on his values, his interests, and his objectives?

The coaching process also takes the client into the shady side roads to face the doubts, concerns and fears which often lie unaddressed, pushed under the growing list of “to dos”. By facing these elements within the confines of a confidential space, what seemed like insurmountable obstacles such as a lack of self-confidence, anxiety over communicating, or fear of not being able to rally a foreign team to the expected results, can become manageable challenges.

In preparation for an international move coaching encourages clients to consciously construct a specific personal project within their professional objectives.

This brings meaning and purpose to the move, creating strong personal motivation. This personal motivation is the root of the energy and determination necessary to succeed both professionally and personally in a new environment.

The established trust and confidential space provides a release valve for the pressures involved in “making his mark”. Cognitive behaviours are examined and response options are explored.

As in any coaching – the client remains responsible for his choices and actions. But coaching provides the “rest stop” on the road to expand the available options and integrate the cultural elements active in the situation.

Related articles

How to have an efficient day in 5 simple steps ?


Resolution - better time management

I feel it becomes harder and harder everyday to stay focused and make important things done.

We may have set SMART goals, planned a careful strategy and have a to do list ready, yet we have so many temptations that keep us away from what we really want to achieve during the day that before we know it we spend hours responding to emails, or surfing the internet , got distracted by colleagues walking by our desk or text messages on our smart phones.

Here five simple steps to keep control over your day and your time:

1-Keep a “to do notebook” :  write things to do with a due date and a priority (you can use Steven Covey’s Priority Quadrant from his book ‘First Things First’ )

2-Select  things that help you reach your goals : when you have finished your day take a look at your notes in the “to do notebook” and select 3 urgent things with short dead lines and 2 important tasks (things that help you reach your long-term goals)

3-Make a list of thing to do for the next day. Spend 10 minutes maximum after you turned off your computer and other mobile devices to write what you want to accomplish, Use your calendar (for example Google Calendar can be shared on all your mobile devices or Outlook) and schedule the time it takes to have each thing done, Be realistic about time it takes  and put the harder tasks at the beginning of the day.

4-Do one thing at a time: Before turning on your computer in the morning, close your office or go to a place you know you won’t be distracted, Take a look at your  calendar and start working. Every hour stop and look at what you have accomplished, adjust your schedule if necessary to make the next hour productive.

5-Review: At the end of the day look at what you were able to accomplish and things you weren’t able to finish on time. Analyse what can be done differently to make you more efficient the next day and start over.

7 Time-Proven Strategies for Dealing With Information Overload


See on Scoop.itGlobal Leaders

Information overload is nothing new, but it is getting far worse. Here are 7 time-proven strategies to keeping your head above the information tide.

A prominent researcher writes “information overload is a problem of the times.” What’s causing that overload?

“At present in the world there are about 55,000 scientific journals publishing about 1,200,000 articles a year. Also about 60,000 books and 100,000 other research reports are issued annually . The sheer physical bulk of scientific and technical publications appearing in the United States has doubled approximately every 20 years since 1800.”

.” It’s a challenge we can’t ignore, since information has become such a central part of our personal and professional lives. And because overload leads to performance degradation, stress, and depression, it is imperative we find effective ways to cope.

What can we do to deal with the information tide? Miller in his 1962 study provides some extremely effective strategies for dealing with overload; strategies that in some cases work just as well today as they did in the 1960s. Here are Miller’s seven strategies for dealing with information overload, updated for the times:

1. Omission – The concept is simple: you can’t consume everything, so just ignore some. This is a bit dangerous since some of the omitted information might be the most critical. Imagine that the email you ignored was the one where your most important client alerts you to a new opportunity.

2. Error – Respond to information without giving due consideration. While a seemingly poor strategy, this is more common than you might think; I mean, who hasn’t reacted to an email, report, or telephone call without thinking through all the consequences because of time constraints or lack of attention?

3. Queuing – Putting information aside until there is time catch up later. An example is processing email early in the morning, before the business day begins, or reading important reports late at night.

4. Filtering – This is similar to omission except filtering employs a priority scheme for processing some information while ignoring others. Automated tools are particularly well suited to help filter information. Recommendation engines, search tools, email Inbox rule engines and Tivo are all good examples of tools that can help filter and prioritize information.

5. Employing multiple/parallel channels – Doling out information processing tasks; for example, assigning the tracking of Twitter feeds to one person and blog coverage to another person on your team.

6. Approximation – Processing information with limited precision. Skimming is an example of approximation. Like omission and error, you can process more information by approximating, but you run the risk of making critical mistakes

7. Escaping from the task – Making this someone else’s problem. While it sounds irresponsible, admitting you can’t ‘do it all’ and giving an assignment to someone else is sometimes the best strategy of all.

Over the years, self-help and management guidebooks have dedicated significant attention to queuing, employing multiple channels and approximation as ways of improving information processing. More recently, filtering has received more attention. There are now a host of digital filtering technologies to make our lives easier; some examples include search tools, RSS alerts, email filters, social media analysis tools, and web analytics. Another exciting new area for dealing with information overload are tools that prioritize information through context analysis. This is a fascinating area that is in its infancy. I will come back to that in a future post.

A final note: If you didn’t get the gist of this post, you can always skim it again or come back to it later…just don’t assign it to someone else to read.

Author David Lavenda is a high-tech product strategy and marketing executive. He also does academic research on information overload in organizations and is an international scholar for the Society for the History of Technology. He tweets from @dlavenda.

See on www.fastcompany.com

Are Expats More Resilient? Guest Post Published in 3Plus International Magazine

Reblogged from Anne Egros, Intercultural Executive Coach:

Are Expats More Resilient?

By Guest Contributor

June 16, 2011

by Anne Egros

 Anne is in the middle of move #12, back to the USA in New Jersey, after two years in Brussels, Belgium and asks if expats are more resilient ?

 “Resilience” is the positive capacity of people to survive and “bounce back” after failures and adversity. I think it is a pretty complex topic.

Read more… 520 more words

Summer is already here and for expats in transition toward a new destination it is the time to put your resilience at work. Here a popular post I wrote about one year ago with tips on how to develop your resilience and keep your sanity while moving to a new country or going back "home"

Cosmetic Surgery On The Rise In American Women And Men


In  previous post I was talking about “How To Deal With Your Aging Fears And Move Forward”  and got some questions regarding the number of cosmetic procedures in both men and women.

The  American Society for Aesthetic Plastic Surgery (ASAPS) released their 15thannual multi-specialty procedural statistics.

Almost 9.2 million cosmetic surgical and nonsurgical procedures were performed in the United States in 2011.

If the number of cosmetic surgery procedures increased in men, women are still counting for 90% of the total surgeries.

Cosmetic surgical procedures increased almost 1 percent in the past year, with over 1.6 million procedures in 2011. Surgical procedures accounted for 18% of the total numbers of procedure performed representing 63% of total expenditures.  The top five surgical procedures were:

Men had almost 800,000 cosmetic procedures, 9% of the total. The number of cosmetic procedures for men increased over 121% from 1997. The top five surgical procedures for men were: liposuctionrhinoplastyeyelid surgerybreast reduction to treat enlarged male breast, and facelift.

Americans spent nearly $10 billion on cosmetic procedures in 2011. Of that total $6.2 billion was spent on surgical procedures.

These numbers show how much pressure the society is putting on physical appearance, especially among baby boomers (those born between 1946 and 1964). One reason could be the increasing number of baby boomers looking for love online. CNN reports that internet dating sites are the most popular way people are finding companions and those over 50 are the fastest growing segment of eHarmony’s users.

However the American Society for Aesthetic Plastic Surgery (ASAPS) reported that “adults between the ages of 31 and 45 (generation X) accounted for 43% of all cosmetic procedures in 2010. Baby boomers, aged 51 to 64, who do in fact have more expendable income, accounted for just 28% of such procedures.

Percent of Total All Surgical and Non Surgical Procedures by Age: 

1.4% Ages 18 and under
19.5% Ages 19-34
42.9% Ages 35-50 (Gen X)
27.8% Ages 51-64 (baby boomers)
8.3% Ages 65+

Acceptance of those who undergo plastic surgeries is increasing as well, according to ASAPS. A recent survey found that 53 percent of women and 49 percent of men say they approve of plastic surgery. In addition, 67 percent of Americans said they would not be embarrassed if their friends and family knew they had cosmetic surgery.

Read more here :News Releases – Statistics, Surveys.

Reference : 2011 ASAPS Statistics: Complete charts [Including National Totals, Percent of Change, Gender Distribution, Age Distribution, National Average Fees, Economic, Regional and Ethnic Information] - [PDF]

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