Tag Archives: coaching and personal development

5 Ways Your Brain Is Tricking You into Being Miserable

Everyone wants to be happy, but the biggest obstacle to that is the mushy thing inside your skull that you think with.

Source: www.cracked.com








The brain is designed to put more weight on negative thoughts than on positive ones. This imbalance takes us away from experiencing positive emotions such as joy, gratitude or hope.

Having positive emotions helps us become relaxed, playful and learn new skills more easily.

However, it is important to have a certain amount of negative emotions to be able to be creative and resilient.


Related references:

Perception and Behavior: How To Stimulate Creativity

 Updated Thinking on Positivity Ratios Barbara L. Fredrickson






See on Scoop.itGlobal Leaders

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

Age 5: Your First Career Mistake

See on Scoop.itInternational Career

Watch this video and learn why you need to go back to being a kid if you want to find real career happiness!

Anne Egros‘s insight:

What did you answer when you was a kid to this question : What do you want to be when your grow up ?

Most of the time your answer was to please and impress the adults that counted most in your life.

As adults, chances are high that we pursue a career to impress others. Not because we truly follow our passions.

Pause and think about it and be honest with yourself :  what do you want to say when someone ask the question : What do you do ?

Is this really what you love to do ?

Are you living someone else dream ?

Who do you want to impress or please as an adult ? Your boss, spouse, friends, etc?

Watch the video and think about what will be your life if you could do the job you truly  love ?

Are you ready for a career change ? Contact Us and find out.

Quick Goal Setting In Seven Steps

1-First write your goals down, sort short term, long term goals

2-List your personal benefits of reaching those goals, what do you get?  tangible  and non-tangible benefits

3-Assess your readiness, do you have the right resources: time, energy, health, people, support, money,environment, timing ?

4-List what is holding you back, eliminate goals you always put on your list but never succeed to achieve

5-Cut big goals into  small, easy steps:  decide the rewards you will give yourself for achieving those small steps and the big goal.

6-Give a realistic deadline (better under-promise then over achieve than the opposite)

7-Get a “buddy”:  having someone who is not judging you and with whom you can share your goals and achievements increases your motivation and chances of success. Tract your actions, failures and progresses  in a journal and change your priorities and actions accordingly.

Tip: Decide one day in the week to dedicate 1 hour maximum to review your goals and do your weekly planning . 


How to Use LinkedIn to Find a New Job

LinkedIn more than just another social network. It’s a powerful job search tool. They have a pretty good section on how to find a job with LinkedIn.

via How to Use LinkedIn to Find a New Job.


Related Articles

    Breakfast Seminar for HR Professionals October 5, 2010

    Leo Verhoeven- Christine Van den Berghe- Karine Vandenplas

    Kindly invite you to our free

    Breakfast Seminar for HR Professionals

    October 5, 2010-Brussels, Belgium

    Expats and family—Coaching for a successful expatriation-Anne Egros

    What does it take to be a succesful expatriate ?  How a company and its employee can maximize the benefits of an expatriation? With this aim in mind, we will guide you during this session through a number of supporting processes, such as expat coaching, spouse employment and managing intercultural differences.

    Social Networking– Charlie Crouch

    We have all heard about using social media for sharing with friends and family.  But what about your professional life ?  Can social media help you advance your career in these challenging times ?  Is using social media dangerous, will it prove embarrassing or worse ?  Isn’t social media just for young people ?

    Master of Ceremonies:  Dirk Haesevoets, The House of Trust

    How to register for the seminar :

    You can register until September 16, 2010 via events@ackroyd.be

    Note that the number of participants is limited.

    Date : October 5, 2010 from 8:00 to 10:00

    Location : KBC, Grote Markt 18, 1000 Brussels.

    Free breakfast.

    After registration you will receive a confirmation with plan for directions to the location-Parking will be available.

    Developing Global Executives: Failure Is Not An Option

    [tweetmeme source=”AnneEgros”]

    How do you define expatriate failure ? What are the main causes ? How do you select your candidates for expatriation ? Do your expatriate  talent going over to the competition? What types of  training and support are the most useful ?


    With globalization, companies are required to manage an increasingly diverse workforce with expatriation being just a subset of this challenge. With increasing GDP-figures, a growing number of expatriates are sought to fill managerial positions in developing economies. Within BRIC countries (Brazil, Russia, India, China), China has become the world’s second biggest economy before Japan with a growth rate of 9.8%.

    “There is just not enough talent to go around for the foreseeable future, so emerging markets will take talent from developed economies”said Peter Felix, president of the Association of Executive Search Consultants (AESC)-Stephenie Overman (SHRM  2010)

    Compared to USA and Europe, the BRICs  are recovering much quicker but despite a younger and bigger populations, they face great shortage of talent especially at executive and senior management levels. Despite the increased demand for executive expatiates employment, still many companies do not know how to define and prevent expatriate failure. The direct financial costs of failed expatriates are associated with relocation, compensation, executive search and retraining of the replacement. The indirect costs are the most damaging and include loss of  market share and business opportunities, bad corporate image, high employee turnover and reduced productivity.

    What are the major reasons for expatriate failure ?

    1- Wrong candidate selection process

    2-Poor job satisfaction including relationships with coworkers and disconnection from the company’s head offices.

    3- Ethnocentric Global HR  Management: The organization thinks that the way of doing things in the home country is the best way, no matter where business is done.

    4-Family issues including health care, children education and work-life balance, failure to recognize specific support to enhance local  job and family satisfaction

    5-Spouse isolation,  career loss

    Preparing the employees and their families for a foreign assignment is mutually beneficial to the organization and the employee. Many corporations still focus on the technical competencies required in the international assignment and overlook the significance of cross-cultural knowledge and the important function that the expatriate’s family plays.

    What are the  top traits shared by  successful expatriates

     1-Happy, supportive  trailing spouse and family

    2-Flexibility and adaptability

    3-Creativity, open mind and complex problem solving skills

    4-Great interpersonal and intercultural communication skills

    5-Constantly developing a strong professional and social network with colleagues,  external peers and partners (in person, on the phone, online)

    Financial incentives are not considered as a key success factor by most executives but generally “happiness” and a rewarding personal and  fruitful professional experiences with other cultures are intrinsically rewarding.

    What types of  training and support are the most useful ?

     1-Cross-Cultural Trainings

    Before expatriation, cultural preparation should include an explanation of what  is” culture shock”, learning about the host country’ history, main cultural traits, customs, and etiquette. In many cases learning the local languages help the family both at work and in life. The pre-assignment package should also include job search support for the trailing spouse if this is an issue, including help to get a working visa.  It is important that the executives and their families focus on discovering the positive aspects of their host country and learn to avoid comparing  things that are better in their home country. 

    The executive and family need to assimilate  the local culture as much as possible to be happy and successful but the family should also be connected with other expatriates. Expatriate families need to network with other expat communities because in most cases “locals” have great difficulties to understand the challenges faced by international assignees, especially the trailing spouses.

    For me becoming pregnant in Japan and giving birth in the USA was the most stressful events  in my expat life together with staying four weeks  in a Japanese hospital for surgery. In both cases I received most support from my French expat  friends.

    2-Expatriate Career Management

    Most expatriate executives come from the company’s home country. Before accepting a foreign assignment, an executive should ask questions regarding future career plans with the company. Although expatriation can increase the executive value in global organizations, it can also lead to a dead-end career.  Going abroad requires that people strategically manage their career by making sure to be visible from the head office. Assigning a mentor in the head office might be a good idea as well as executive coaching before the repatriation.  Career and personal coaching  can also be offered to the following spouses to support them in the repatriation process that can sometimes be harder than the expatriation phase See previous post : Expat Life: Returning Home and the Grief Cycle “


     It is critical that there is clear agreement and understanding between the assignee and management as to why the assignee is going, what the definition of a successful assignment is, and how this will be measured,” says Scott Sullivan, senior vice-president at GMAC Global Relocation Services, Inc.

    3-Networking skills and social media training

    It can be useful to offer trainings on networking skills with cultural sensitivity both off-line and online. The company should have a  social media policy and code of conduct on the internet  for employees and their families worldwide. Imagine the damages that can cause an angry and  frustrated trailing spouses venting on Facebook or Twitter? Trainings on how to use main platforms such as Linkedin, Facebook or Twitter to increase the chance of meeting in person both  locals and other expatriates  are not expensive and most great advises are available for free on forums or online seminars, what company have to do is hiring a social media coach like George KAO


    A happy family  contributes a lot in the success of an expatriation.

    Avoid one size fits all training programs

    It might be useful to conduct an assessment for selecting an ideal profile for the job abroad and check the candidates natural behavior, strengths and weaknesses to see if there is a match and which skills need to be  developed. Check that the family and the spouse are also aware of the pros and cons of the expatriation. If possible allow the following spouse to make a trip in the host country before the decision is made.

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